Responsibilities:
Strategic Planning

• Design and execute talent acquisition strategies that align with organizational objectives, covering the full scope of sourcing, recruitment, and hiring initiatives.

Candidate Sourcing

• Utilize diverse channels—such as online job platforms, social media, networking events, and internal referrals—to attract and engage qualified candidates.

Recruitment Lifecycle Management

• Oversee the complete recruitment process, including job advertisements, candidate screening, interviews, and offer negotiations.

Employer Branding

• Enhance and communicate the company’s reputation as a top employer to draw in high-quality candidates.

Cross-functional Collaboration

• Partner with hiring managers and HR teams to align recruitment efforts with business needs and ensure a seamless hiring experience.

Data-Driven Insights

• Monitor and analyze key recruitment metrics, providing actionable insights to refine talent acquisition strategies.

Onboarding Support

• Contribute to onboarding processes to help new hires integrate smoothly and begin their roles successfully.

Workforce Planning

• Anticipate future staffing needs and develop strategic plans to fulfill them.

Team Leadership

• Provide guidance and oversight to recruiters or other talent acquisition team members, potentially in a supervisory or mentoring capacity.

Process Optimization

• Evaluate and enhance recruitment workflows to increase efficiency and effectiveness.

Budget Oversight

• Manage recruitment-related budgets, ensuring resourceful and cost-effective operations.

Advisory Support

• Offer expert advice and support to HR colleagues and hiring managers on best practices in talent acquisition.

Regulatory Compliance

• Ensure all recruiting activities adhere to relevant employment laws and industry regulations.

Requirements:

• Bachelor’s degree in Human Resources or a related discipline.
• Strong command of English, both spoken and written.
• A decade of HR experience, including a minimum of 7 years specializing in talent acquisition for both mass hiring and back-office roles.
• At least 3 years in a leadership role, managing recruitment teams on a national scale.
• Background in high-growth environments such as retail chains, F&B, or FMCG industries.
• Proven ability to lead, develop, and align recruitment teams, and build scalable talent acquisition infrastructure (strategies, tools, and budgets).
• Strong foundation in HR strategy design and implementation.
• Comfortable working in dynamic environments with multiple priorities and stakeholders.
• Skilled at fostering inclusive, collaborative team cultures and encouraging adaptability among team members.
• In-depth knowledge of recruitment strategies, candidate sourcing and pipelining, stakeholder engagement, and candidate assessment.