Chief of Staff - Executive Chariman Office (Director Level) at U9

Yangon City, Yangon, Myanmar -

Full Time

Start Date

Immediate

Expiry Date

03 Sep, 26

Salary

0.0

Posted On

05 Jun, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Executive Writing, Strategic Execution, Stakeholder Management, Board Governance, Performance Tracking, Cross-functional Coordination, Crisis Management, KPI Management, Project Management, Diplomatic Communication, Organizational Design, Risk Management, Data Analysis, Confidentiality, Strategic Planning, Operational Excellence

Industry

Telecommunications

Description

CHIEF OF STAFF Director Level — Executive Chairman's Office/ Board Office Position Title: Director, Executive Chairman's Office / Chief of Staff Location: Yangon, Myanmar Department: Executive Chairman's Office / Board Office Employment Type: Full-time, Permanent Reports to: Executive Chairman Language Profile: English (Required); Myanmar literacy preferred 1. COMPANY BACKGROUND Nine Communications Company Limited / U9 is one of Myanmar's telecommunications operators. U9 is undergoing an active strategic evolution and enterprise-wide commercial transformation. The organization is focused on establishing robust corporate coordination, elevated board visibility, structural performance follow-through, institutional discipline, and seamless cross-functional execution. The Chief of Staff will serve as a critical catalyst to help the Executive Chairman and Board optimize how the organization operates, working alongside our existing leadership teams and formal governance structures to unlock the company's full potential. 2. POSITION OVERVIEW The Chief of Staff (CoS) is a high-impact, senior enterprise integrator and strategic execution partner reporting directly to the Executive Chairman. Operating at a Director level with the maturity and executive judgment of a VP-caliber professional, the CoS plays a pivotal role in driving enterprise coordination, enhancing board-level visibility, and ensuring rigorous follow-through across all core business operations. Rather than leading standalone line departments or holding direct approval authorities, this role functions via structured coordination, tracking, and strategic intervention. Acting with the implicit authority of the Executive Chairman, the ideal candidate will blend deep situational maturity with a strong, enterprise-first execution mindset to eliminate organizational blockers and optimize the company's operating rhythm. 3. KEY RESPONSIBILITIES A. Executive Chairman and Board Support Prepare concise, decision-ready briefs for the Executive Chairman and Board Maintain an enterprise issue register covering major commitments, risks, blockers and unresolved cross-functional matters Own Board dashboard hygiene: ensure dashboards are accurate, timely, consistent and linked to clear owners and actions Respond to Executive Chairman / Board data requests with speed, accuracy and appropriate confidentiality Provide early warning of issues that require Executive Chairman or Board attention B. Executive Coordination and Operating Rhythm Attend ExCom meetings as a non-voting participant when approved, focused on agenda discipline, action tracking and follow-up Maintain weekly action trackers for Board, Executive Chairman, CEO / Interim CEO and CXO commitments Coordinate cross-functional workstreams where issues fall between departments Track ownership, deadlines and escalation points for priority initiatives Identify duplicate effort, unclear accountability and execution blockers C. Performance, Talent OS & Transformation Follow-Through Coordinate with the Transformation and Performance Office / Mission Control if established, without automatically owning it Support follow-through on KPI, TalentOS, 30/90 reviews and CXO commitment tracking Help ensure leadership commitments are documented, monitored and escalated when needed Support special projects assigned by the Executive Chairman, Board or CEO, within agreed boundaries D. Governance, Confidentiality and Sensitive Matters Maintain confidentiality and audit-ready documentation of actions, commitments and escalations Coordinate access to legal, dispute, contract or investigation materials only under approved confidentiality and privilege protocols Escalate governance gaps, unresponsive owners, unclear authority or significant risks through agreed channels Protect the role from becoming political, personal or outside formal governance 4. AUTHORITY FRAMEWORK & GUARDRAILS Core Mandate (The CoS May) Request data, operational evidence, and performance reporting from CXOs through agreed corporate protocols. Govern enterprise trackers, corporate dashboards, and Board intelligence packs. Coordinate corporate alignments and inter-departmental working rhythms. Escalate unblocked operational risks and accountability gaps to the Executive Chairman. Governance Boundaries (The CoS May Not) Authorize financial budgets, commercial contracts, or legal liabilities. Sign legal documents or execute formal company commitments. Hire, terminate, or line-manage standard departmental staff directly. Overrule or bypass the formal decisions of the CEO or CXO leadership team. Serve as a substitute for primary audit, legal counsel, or line management. 5. CONFIDENTIALITY AND PRIVILEGE PROTOCOL The CoS may access sensitive legal, dispute, contract and Board materials only where access is approved by the Executive Chairman and, where relevant, the CLO / external counsel The CoS must not forward privileged legal advice or sensitive investigation material without permission from the appropriate legal owner Legal advice remains owned by the CLO / external counsel. The CoS may track deadlines, owners and action items but must not act as lawyer, investigator or auditor Whistleblowing, fraud, corruption, personal data or employee-relations matters must be escalated through approved Legal / P&C / Internal Audit channels 6. CANDIDATE PROFILE & REQUIREMENTS Must Have 8-10+ years of operating, strategy, transformation, consulting, CEO-office, Board-office or cross-functional leadership experience Strong executive writing and ability to turn messy information into decision-ready briefs Excellent organisation, follow-through and action tracking High integrity, discretion and low ego Ability to influence senior leaders without line authority Ability to handle confidential, politically sensitive and ambiguous matters Strongly Preferred Telecom, infrastructure, regulated industry or turnaround exposure Experience working with shareholders, Boards, CEOs or CXOs Myanmar market familiarity or strong cross-cultural adaptability Data, dashboard and KPI discipline Myanmar written capability in the CoS, Deputy CoS or support resource Experience in transformation office, PMO or operating rhythm design 7. IDEAL CHARACTER PROFILE Diplomatically Direct: Possesses the courage and exceptional communication skills to surface difficult truths and objective data to senior leadership without creating unnecessary organizational friction. Low Ego & Enterprise-First: Fully dedicated to the broader success of the company; willing to dive deep into granular tracking and detailed reporting while maintaining a credible, composed presence with senior stakeholders. Politically Astute but Non-Political: Able to read, navigate, and understand complex organizational dynamics and diverse stakeholder perspectives without becoming entangled in corporate politics or personal agendas. Resilient & Grounded: Thrives in fast-paced, fluid transformation environments; remains exceptionally calm, structured, and solutions-oriented under pressure. 8. PERFORMANCE MILESTONES & EXPECTATIONS First 30 Days: Map Board / Executive Chairman / CEO / CXO rhythms; build issue register; create CXO commitment tracker; agree data-request process; start weekly action tracker. By 60 Days: Operating rhythm active; monthly Board intelligence pack started; escalation map agreed; Board dashboard hygiene standards in place. By 90 Days: Board dashboard stabilized; first cross-functional blockers resolved; TalentOS / KPI / governance follow-up integrated; CoS keep / coach / exit review completed. By 180 Days: Measurable improvement in follow-through; fewer issues falling between functions; Board confirms clearer enterprise view; decide whether Deputy CoS or analyst support is required. Annual Review: Review scope, effectiveness, trust, confidentiality, contribution to Board visibility and whether role should deepen, rotate, or expand into formal Board Office. 9. OUR SELECTION PROCESS To ensure mutual alignment and role fit for this highly critical position, our comprehensive evaluation process consists of the following structured phases: Stage 1: Evidence Screen – Comprehensive review of proven exposure in executive documentation synthesis, board-level interaction, and structural program governance records. Stage 2: Written Strategic Case Assignments – Practical, timed evaluations simulating operational alignment, stakeholder trade-off resolution, and strategic brief drafting capabilities. Stage 3: Interactive Live Simulations – Structured corporate crisis and situational management simulations testing real-time problem-solving, diplomatic escalation, and boundary verification skills. Stage 4: Executive Stakeholder Panel – Focused strategic discussions assessing cross-functional chemistry, trust frameworks, operational boundaries, and collaborative mission-alignment parameters. Stage 5: Professional Reference Reviews 10. GOVERNANCE AND ACCOUNTABILITY This role operates within U9's governance framework and requires strict adherence to all corporate policies, including the Code of Conduct, Conflict of Interest Policy, Anti-Corruption Policy and Confidentiality protocols. The CoS must maintain audit-ready documentation of all actions, commitments and escalations taken on behalf of the Executive Chairman or Board. Transparent documentation and approval processes are mandatory. Any potential conflicts of interest must be proactively disclosed. 11. HOW TO APPLY Interested professionals are invited to submit their application directly through our career portal via the link below: Please Note: As part of your application submission, you will be required to attach or input a brief covering note. In your note, please articulate: A complex cross-functional or organizationally sensitive hurdle you navigated within a senior corporate structure, highlighting your specific methodology and the subsequent enterprise outcome. By submitting your application, you are entering a rigorous, multi-stage selection process. Shortlisted candidates will be required to complete written case assignments, live situational simulations, a structured panel interview and professional reference checks before any offer is made. This process is designed to assess judgment, discretion, executive writing, and your ability to operate at the intersection of Board governance and organisational leadership. Only candidates who are prepared to commit to the full process should apply. All Applications will be reviewed on a rolling basis. Shortlisted candidates will be contacted directly. U9 is an equal opportunity employer. We assess candidates on merit, capability, and fit.

Responsibilities

The Chief of Staff serves as a strategic partner to the Executive Chairman and Board, driving enterprise coordination and ensuring rigorous follow-through on core business operations. The role focuses on preparing decision-ready briefs, managing board dashboards, and eliminating organizational blockers across cross-functional workstreams.