Senior Talent Acquisition Manager

Position Overview:

The Senior Manager (Recruiter) is responsible for overseeing our client's end-to-end full Talent Acquisition cycle. In this role, s/he is responsible for devising and supporting a streamlined TA process as well as the actual execution of the Talent Acquisition strategy in partnership with the Strategic Business Partners (SBPs) and the business. These include, but not limited to, sourcing candidates through various channels, planning interviews and selection procedures. The scope of work may extend beyond sourcing and screening candidates, but also developing the corporate policy for external talent bench-marking, external talent assessment, and interviewing policies via liaising with other of our client's Associates to ensure compatibility with employment law. The candidate will also work with system partners to enable system talent exchange for talent and business needs. The candidate will also be involved in a broader set of key initiatives, including managing employer branding initiatives and internal referral programs. To be successful in this role, the candidate is expected to help develop long-term Talent Acquisition strategies that meet ASP OU’s current and future hiring needs, and nurture trusting relationships with potential hires that results in building a strong talent pipeline for the business.

Function Related Activities/ Key Responsibilities:

Key activities include:

Partnership with the SBPs and Business in taking a proactive role to recruit external talent with the mindset of right fit for current and future roles by:

• Conducting Hiring Manager “needs clarification” when requisition opens; with an understanding of criticality of the open positions and business requirements
• Managing internal pipeline of candidates through the hiring process
• Pre-screening candidates to ensure right fit for each open position
• Developing external sourcing strategies and pipelines; including direct sourcing and digital media for Talent Acquisition
• Managing the entire Talent Acquisition cycle utilizing the internal processes, teams and tracking systems
• Leveraging ASP OU’s employer value proposition
• Developing salary recommendations; working with Hiring Managers/ Compensation Team to coordinate the offer and initiate relocation mobility as needed
• Working as a consultant to manage stakeholders (i.e. Hiring Managers, SBPs) with the support of the COE (Center of Excellence) throughout the process
• Understanding trends, and building metrics to analyze and provide updates
• Coaching and supporting Hiring Managers on developing effective job descriptions and utilizing the internal systems (i.e. creating requisitions, or understanding internal processes)
• Consulting on Integrated People Plan, as needed; sourcing for external planning discussions (with an understanding of the succession plan)
• Managing various types of recruitment activities (including but not limited to - graduate program, lateral hire, executive hire, fixed term employment, contractors etc.)
• Drafting strategic plan based on business case, needs assessment, market conditions, etc.
• Executing plan annually with support from local Human Resources Directors (HRDs), SBPs, COEs, and Global Business Support Team (GBS)
• Keeping current with D & I trends and benchmark D & I initiatives with other companies.

Functional Competencies:

• Ensures Talent – Where and When We Need It - Designs and leverages integrated people strategies based on a holistic understanding of our diverse workforce; enabling the attraction, development, and retention of top talent.
• Facilitates Change to Fulfil Vision - Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business.
• Enables Peak Organizational Performance - Identifies the business need and shapes organizational solutions that drive sustainable outcomes.
• Applies Business Acumen - Applies an understanding of the business by providing counsel around key business strategies that drive sustainable growth.
• Drives Operational Excellence - Reinforces global and standardized policies, processes, and technology for service delivery to increase operational effectiveness and efficiency.
• Builds Sustainable Relationships - Establishes trust with constituents through proactive solution development, delivery against commitments, and honest, transparent communication.
• Agile and willing to learn and apply new approaches to remain competitive and to attract talent from the external market
• Proficiency in Core HR Areas: HR Planning & forecasting, Talent acquisition and development Proficiency in consulting, coaching, strategic solution development, design and influencing skills.
• Technical Skills – Ability to utilize PPT, Excel, Word to report, present and articulate various Talent Acquisition metrics, ideas and strategies

Education Requirements:

• Bachelor’s Degree or equivalent work experience.
• Must have experience working in FMCG

Related Work Experience:

• Minimum of 7-10 years’ experience with a minimum of 5 years direct Talent Acquisition experience.
• Prior Talent Acquisition experience in a complex corporate recruiting department required.
• Prior experience in a search firm strongly preferred.

Employment type: 6 months contract - renewable

Budget: Up to $7.5K

We regret that only shortlisted candidates will be notified.

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Sabriya Soh | EA License No.: 02C3423 | Personnel Registration No.: R22104178