JOB SUMMARY
The Talent Acquisition Manager is responsible for developing and executing the company&039;s talent acquisition strategy. This includes developing and maintaining a strong employer branding, identifying and sourcing qualified candidates, managing the recruitment and selection process, and making hiring decisions. The Talent Acquisition Manager also works closely with other stakeholders to ensure that the company&039;s hiring needs are met
ESSENTIAL DUTIES & RESPONSIBILITIES
Partnering with HR stakeholders and business stakeholders to develop success profiles to ensure that the company is hiring the right people for the right roles, from that resulting into improving employee productivity and engagement, reducing turnover.
Developing, driving the execution, and ensuring the recruitment plan aligned with and met the Company’s ramp plan.
Providing professional consultation and training to enhance the interview and selection skills for hiring managers and stakeholders to have better alignment and shared objectives – “Hire for Attitude & Train for skill”.
Building, reviewing and updating respective SOPs, work instructions in regular basis with system thinking, and problem- solving mindset.
Developing, monitoring and ensuring recruitment budget are used effectively.
Developing strategies and execution plans short / long term for talent acquisition to lead the whole recruitment process effectively with both front end and back end in aligning with the Company and HR strategies.
Mapping, building, and maintaining relevant talent pools for readiness and effective hiring when there is need arisen.
Other related tasks as assigned and aligned with direct superior from time to time.
Maintaining up to date with the technology, applications, best practices to drive for internal continuous improvement and operational excellence.
Developing and providing talent acquisition, turnover metrics, analytics, dash boards to give insights for management and team for more effective future projections and improvement: recruitment channel effectiveness, time to hire, employee retention, market trend, talent forecast.
Developing effective and creative employer branding program, job advertisements to improve visibilities, promote Company image in the labour market, and provide positive experience to candidates.
Conducting regular labour market update, market forecast to provide the top management with the understanding of market movement, SWOTs to have appropriate and proactive talent plans.
Building, managing and developing capable and high competence team.
Partnering with HRIS and IT teams to build, enhance Company’s career pages, and maintaining those effectively.
Sourcing, screening, providing qualified candidates, and partnering with HRBP and hiring manager in hiring and selection process to meet the hiring needs effectively and timely.
