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Manager, Talent Acquisition

Pandora
10-12 Years
Thailand
  • Posted 3 days ago
  • Be among the first 10 applicants

Job Description

Role Objectives

  • Develop annual/rolling TA plans aligned with business expansion, attrition replacement, workforce planning, ramp-up needs and critical role priorities.
  • Balance strategic hiring priorities with hands-on operational delivery across mass hiring, white-collar hiring, critical technical roles and senior leader recruitment.
  • Own recruitment governance, service standards, SLA/KPI tracking, dashboard reporting, compliance and continuous improvement actions.
  • Lead and allocate TA resources across TA Specialists, TA Officers and outsourced recruiters to achieve hiring goals with quality and speed.
  • Optimize sourcing channels, agency/outsource partnerships and recruitment costs while maintaining candidate quality and stakeholder trust.

Key Accountabilities

  • Workforce demand planning
  • Partner with business leaders, HRBPs and Finance to understand annual manpower plan, replacement demand, turnover risk and future workforce needs.
  • Segment recruitment plan by vacancy type: high-volume/mass hiring, white-collar/professional roles, critical skills and senior leader roles.
  • Provide market intelligence on talent availability, salary movement, competitor hiring, candidate expectations and recruitment channel effectiveness.
  • End-to-end recruitment governance and delivery
  • Ensure each requisition has clear intake, approval, sourcing strategy, owner, timeline, selection process, offer plan and next action.
  • Oversee full-cycle recruitment from sourcing, screening, interview/assessment, shortlist calibration, offer recommendation, negotiation and pre-onboarding handover.
  • Monitor bottlenecks and escalate risks early when hiring demand, candidate supply, salary expectation or decision speed may impact business readiness.
  • Ensure recruitment process follows company policy, approval authority, compensation guideline, employment law, data privacy and documentation requirements.
  • Mass hiring
  • Plan and execute high-volume recruitment campaigns based on production ramp-up, workforce fulfilment, attrition replacement and intake schedules.
  • Coordinate sourcing volume, screening capacity, assessment flow, interview panels, offer batches, start-date readiness and onboarding handover.
  • Track fulfilment rate, show-up rate, drop-off reason, source conversion and onboarding readiness; adjust sourcing mix and process weekly.
  • White-collar, critical role and senior leader hiring
  • Build role-specific sourcing plans for professional, technical, managerial, scarce-skill and confidential senior leader positions.
  • Personally lead or closely oversee senior/critical searches with stakeholder calibration, structured shortlist review, market mapping and candidate closing strategy.
  • Coach hiring managers on interview structure, scorecards, selection quality, market realities, timely decisions and offer strategy.
  • Agency, executive search and outsource partner management
  • Brief and manage recruitment agencies, executive search firms, job boards and outsource partners with clear SLA, quality expectations and cost controls.
  • Review partner performance by role type, shortlist quality, speed, offer success, replacement issues, candidate experience and cost effectiveness.
  • Decide when to use in-house sourcing, agency support, executive search or outsourced recruiters based on urgency, scarcity, confidentiality and cost-benefit.
  • TA team management and capability building
  • Set weekly operating catchup, vacancy allocation, workload balance, recruiter priorities, escalation points and performance review cadence.
  • Coach team members on intake quality, sourcing strategy, screening judgment, stakeholder communication, data discipline and offer management.
  • Build team capability in manufacturing hiring, white-collar hiring, senior search, market mapping, analytics, vendor management and recruitment technology.
  • Recruitment analytics, improvement and employer brand
  • Maintain recruitment dashboards covering vacancy ageing, pipeline health, source effectiveness, conversion rate, SLA, cost and offer outcomes.
  • Use data to identify bottlenecks and recommend improvements to selection process, candidate communication, souring channels and hiring manager experience.
  • Partner with Communications/HRBPs to strengthen employer brand, candidate experience and recruitment campaign effectiveness for targeted talent segments.

Professional Qualifications

  • Bachelor degree or higher in Human Resources, Business Administration, Psychology, Organization Development or related field.
  • Minimum 10 years of recruitment / talent acquisition experience, preferably in a large manufacturing, retail, supply chain or MNC environment.
  • Proven experience managing end-to-end recruitment across mass hiring, white-collar hiring, critical roles and senior leadership / executive search assignments.
  • Experience leading a TA team and managing multiple vacancies, high-volume campaigns, urgent priorities and senior stakeholders under SLA/KPI expectations.
  • Strong capability in workforce planning, sourcing strategy, recruitment analytics, market mapping and talent pipeline development.
  • Hands-on experience managing recruitment agencies, executive search firms, job boards and outsource partners including briefing, SLA tracking, quality review and cost control.
  • Good understanding of employment law, company recruitment policy, approval process, compensation guideline, selection governance, confidentiality and data privacy requirements.
  • Experience using recruitment technology / ATS, job boards, sourcing platforms, and dashboards to monitor funnel health, source effectiveness and recruitment productivity.
  • Strategic Talent Advisory: connects recruitment priorities to business strategy, workforce risk and operational needs.
  • Operational Excellence: runs recruitment with clear ownership, cadence, SLA, governance, dashboard and escalation discipline.
  • Manufacturing and Mass Hiring Mindset: understands volume hiring, manpower fulfilment, labour supply, show-up risk and onboarding readiness.
  • Executive Presence and Influence: advises senior leaders and hiring managers credibly on market realities, role calibration, selection and offer strategy.
  • People Leadership: coaches, prioritizes, reviews quality, gives feedback and develops TA team capability.
  • Data-Driven Decision Making: interprets recruitment funnel data, identifies bottlenecks and translates insights into action.
  • Vendor and Cost Management: sets clear briefs/SLA, reviews supplier scorecards, manages quality, cost and escalations.
  • Candidate Experience and Employer Brand: ensures professional, fair and timely communication across the hiring journey.
  • Integrity and Compliance: protects confidentiality, policy compliance, documentation discipline and ethical hiring practices.

More Info

Job Type:
Permanent Job
Industry:
Other
Function:
Human Resources
Employment Type:
Full time

About Company

Job ID: 151468343

Last Updated: 22-07-2026 07:40:45 PM
Homejobs in ThailandManager, Talent Acquisition

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