The Senior Talent Acquisition & Onboarding Specialist plays a critical role in strengthening the organization's talent pipeline by leading endtoend recruitment, enhancing candidate experience, and delivering smooth, welldesigned onboarding journeys. This position partners closely with business leaders, HR counterparts, and regional teams to ensure timely hiring, strong compliance, and alignment with organizational capability needs.
This role also acts as a subject-matter expert in recruitment best practices, employer branding, and onboarding strategies, while mentoring junior team members and driving continuous improvement across the HR function.
Key Responsibilities
1. Talent Acquisition (Primary)
- Lead full-cycle recruitment for professional, technical, and leadership roles, from requisition to offer acceptance.
- Develop and execute sourcing strategies using job boards, social media, employee referrals, networking, and proactive talent mapping.
- Screen candidates, conduct competency-based interviews, and recommend qualified shortlist to hiring managers.
- Partner with leaders to understand workforce plans, role requirements, and team dynamics to ensure strong candidate-role alignment.
- Maintain recruitment SLAs and hiring KPIs (time-to-fill, quality of hire, candidate satisfaction).
- Strengthen employer brand visibility through recruitment marketing initiatives and partnerships with schools, associations, and industry groups.
- Manage recruitment vendors and external partners as needed.
- Ensure compliance with labor regulations and internal policies throughout the hiring process.
2. Onboarding & Preemployment
- Oversee the end-to-end onboarding process, including pre-employment documentation, background checks, and coordination with HR operations.
- Facilitate orientation sessions and ensure new hires receive the information, tools, and support needed to succeed.
- Partner with IT, Admin, and department heads to ensure day-one readiness.
- Monitor new hire satisfaction and attrition trends; propose improvements to strengthen onboarding experience.
3. Process Improvement & HR Projects
- Identify opportunities to streamline recruitment and onboarding workflows.
- Lead or support digitalization initiatives and HR system enhancements related to hiring and onboarding.
- Analyze recruitment metrics and provide insights to HR Manager and business leaders.
- Support organizational development initiatives, talent analytics, and workforce planning activities.
4. Stakeholder & Team Collaboration
- Build strong relationships with hiring managers to ensure alignment on talent needs and expectations.
- Mentor junior recruiters and provide guidance on best practices.
- Collaborate with regional/global teams on talent-related projects and compliance requirements.
Qualifications
Education & Experience
- Bachelor's degree in Human Resources, Psychology, Business Administration, or related field.
- Minimum57 yearsexperience in end-to-end recruitment, preferably in multinational or fast-paced environments.
- Strong exposure to professional, corporate, or technical hiring (depending on your business).
- Experience managing onboarding programs or pre-employment processes is an advantage.
Skills & Competencies
- Strong interviewing and assessment skills; trained in competency-based interviewing is a plus.
- Excellent communication and stakeholder management abilities.
- Strong organizational skills, attention to detail, and ability to manage multiple requisitions.
- Proficiency with ATS, HRIS, and MS Office/Teams tools.
- Ability to work independently and make sound decisions.
- High integrity, confidentiality, and customer-service mindset.
