KEY ACCOUNTABILITIES
Proactively source talent through professional networks, social platforms, and headhunting.
Track recruitment performance metrics (time- to- fill, quality of hire, diversity ratios).
Partner with hiring managers to define role requirements and success profiles.
Share regular updates and insights with the Sr. Manager, TA, and leadership stakeholders.
Compliance, Safety, or Legal Responsibilities: Must comply with labor laws, fair employment practices, and data privacy in recruitment processes.
Candidate Experience
Manage sourcing, screening, interviewing, and offer processes for professional and managerial roles.
Process Excellence & Compliance
Stakeholder Partnership
Deliver a WOW candidate journey that reflects 4P’s values and EVP.
Conflict of Interest Risks: Must ensure neutrality in candidate evaluation, hiring decisions, and vendor/agency partnerships to avoid favoritism or bias.
Represent 4P’s at career events and networking opportunities for specialized talent pools.
Maintain accurate candidate data, reports, and requisition tracking in the ATS (SmartRecruiters or local equivalent).
Provide market intelligence and talent insights to influence decision- making.
Maintain timely, transparent, and respectful communication with all candidates.
Confidentiality & Information Security: Handles sensitive candidate and employee data (e.g., applications, interviews, assessment results).
Ensure adherence to global recruitment standards, labor law compliance, and fair hiring practices.
End- to- End Recruitment
Sourcing & Market Engagement
Build trusted relationships with department heads, functional leaders, and HRBPs to align hiring strategies with business needs.
Data & Reporting
Compliance & Restrictions
SUCCESS METRICS & KPIs
Time- to- Fill: Average recruitment time within agreed benchmarks.
Compliance: 100% adherence to recruitment processes and equal opportunity standards.
Candidate Experience: Candidate satisfaction scores and qualitative feedback.
Stakeholder Satisfaction: Positive feedback from hiring managers and leadership teams.
Quality of Hire: Retention and performance of hires within first 12 months.
Key Influencing Factors for KPI Achievement:
Confidential handling of candidate and employee data.
Neutrality in candidate evaluation, selection, and vendor partnerships.
Compliance with labor laws, recruitment standards, data privacy, and fair employment practices.
CORE COMPETENCIES
Confidentiality & Integrity
Strategic Sourcing & Networking
Partner- Centric Communication & Relationship Management
Problem- Solving & Critical Thinking
Business Acumen & Market Insight
Negotiation & Influencing Skills
TOOLS, ENVIRONMENT & WORKING CONDITIONS
Travel Expectations:10–20% (domestic or regional, depending on market scope)
Systems & Tools: SmartRecruiters (ATS), HiBob HRIS, Microsoft 365, LinkedIn Recruiter, job boards, and networking platforms
Work Setting: Corporate office or hybrid with frequent external networking
REQUIRED QUALIFICATIONS
Preferred: Master’s degree or HR certifications (SHRM, CIPD).
English – Advanced (spoken & written), Vietnamese native
Bachelor’s degree in Human Resources, Business, or related field.
REQUIRED EXPERIENCE
Minimum Duration: 4–6 years in recruitment, including at least 2 years in professional or managerial hiring
Relevant Experience: Strong track record in filling specialized and leadership positions across multiple functions
Industry Expertise: Service- driven industries (F&B, hospitality, retail, FMCG, or professional services) preferred
Stakeholder Influence & Collaboration: Required experience influencing and partnering with senior leaders
This Job Profile is intended as a reference framework. Actual responsibilities, scope, and requirements may be adjusted based on business priorities and evolving organizational needs.
