Talent Acquisition Manager

Department Manager – Talent Acquisition (DM – TA)

Role Purpose

Lead and drive end-to-end Talent Acquisition strategy and execution to ensure the organization attracts, hires, and retains high-quality talent aligned with business goals. Responsible for workforce planning, recruitment efficiency, employer branding, and delivering a strong candidate experience to support a High Performance Organization (HPO).

Key Responsibilities

Talent Acquisition Strategy & Planning

• Develop and implement TA strategies aligned with business direction and workforce planning.
• Partner with Business Units (BU) and HRBP to forecast hiring needs.
• Drive manpower planning in alignment with Target Operating Model (TOM).
• Ensure hiring priorities focus on critical roles (e.g., Operations, Revenue-generating roles).

Recruitment Operations Management

• Oversee full recruitment lifecycle: sourcing → screening → interviewing → offer → onboarding.
• Ensure timely hiring delivery (meet Time-to-Fill targets).
• Manage high-volume recruitment for operational roles with high turnover.
• Standardize recruitment processes and ensure consistency across all BUs.

Stakeholder Management

• Act as a strategic partner to BU leaders and executives.
• Provide advisory on hiring decisions, market trends, and compensation benchmarking.
• Collaborate with HRBP, C&B, and HRIS teams to ensure smooth hiring processes.

Employer Branding & Sourcing

• Develop employer branding strategy to attract quality candidates.
• Leverage multiple sourcing channels (job portals, social media, referrals, agencies).
• Build talent pipelines for critical and future roles.

Team Leadership & Capability Development

• Lead, coach, and develop TA team across levels (DM, SM, Supervisor, Officer).
• Set clear KPIs and performance expectations.
• Enhance team capability in interviewing, stakeholder management, and data-driven recruitment.

Recruitment Analytics & Reporting

• Monitor and analyze recruitment KPIs and metrics.
• Prepare executive dashboards (e.g., hiring progress, pipeline, cost efficiency).
• Provide insights and recommendations to improve hiring effectiveness.

Process Improvement & Digital Transformation

• Drive Lean recruitment processes to improve efficiency and reduce waste.
• Implement AI and digital tools (e.g., ATS, chatbot, automation).
• Improve candidate experience and reduce manual workload.