Manager, Talent Acquisition

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:

1) 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.

2) 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.

3) 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.

4) 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.

5) 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.

6) 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.

7) 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