Talent Acquisition Manager

Responsiblities

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

Qualifications

-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

-Ability to conduct recruitment in manufacturing sector

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

-Proven track record in successfully developing and leading a team in meeting KPIs and metrics through a robust recruiting process

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

-Ability to handle complex and sophisticated searches from hot skill to senior level roles.