Talent Acquisition Manager

1. Resourcing Management

- Identify and review recruitment and hiring needs through collaboration with HRBP and business leaders on regular basis

- Proactively identify and source candidates internally or utilize employee referral program

- Manage external recruitment agencies including vendor agreement, needs assessment, candidate quality and retention rate, fee negotiation and invoice handling

- Manage JDs to ensure they are up-to-date and aligned with the current organizational structure

- Lead the recruitment team to fulfill resourcing needs across the business, including job posting, interviewing, shortlisting and conducting assessment as necessary

- Plan and execute direct workers mass recruitment campaigns in addition to on-going recruitment efforts

- Develop and deliver company's orientation program for every new joiner (workers and staff)

2. Recruitment Partnering

- Collaborate with HRBP/business leaders to develop suitable assessment processes (technical/behavioral) to select high quality & suitable candidates to both technical and non-technical positions

- Manage headcount and recruitment reporting on regular basis to internal stakeholders

- Maintain & develop company's profiles on social media (LinkedIn, FB) job boards, website to ensure consistent branding and widen our sources of candidates

- Proactively review resourcing strategy & planning aligned with the business priorites & output forecasts

3. Attrition Analysis

- Manage exit interviews to ensure results are captured and analyzed to provide insights on employee attrition and review resourcing strategy/methodology to enhance effectiveness

- Analyse and report on reason for leaving as inputs to Total Reward and HRBPs

4. Sustainable leadership & culture

- Partner with the HRBP and senior management in identifying high potential pool, creating individual development plans, actively managing their learning experience through internal coaching & development opportunities and external training

- Partner with senior leaders to identify critical roles and put in place succession plans with focus on internal talent development

- Regularly assess 'skill gaps' to prioritize skill training & accreditation

- Develop assessment tool based on behavioral competency frameworks for internal and external succession

- Develop and monitor performance management process and critical conversation to cover business nature and directions, align with talent strategy to guarantee sustainable pipeline for the business

• Education & Major Bachelor’s degree in HR, Business or relevant fields

• English level Advanced

• Ability to conduct training directly and train others to facilitate with 3 years in similar role (mass recruitment experience is a must) in manufacturing sector

• Proven track record in successfully developing and implementing development programmes for technical operators and professional

• Ability to work in fast-changing environments and build solutions that have the ability to flex with the business needs & priorities

• No. of related work experience 6-8 years