Office location: Makati
Work setup: Full onsite
Role Overview
The Talent Acquisition Head will play a key role in driving large-scale, high-volume recruitment to support the organizations aggressive workforce expansion. This leader will design and execute scalable hiring strategies, build a high-performing TA team, and partner closely with business leaders to ensure timely, high-quality talent acquisition outcomes. The role will focus on meeting a projected hiring demand of approximately 1,000 FTEs.
Qualifications
- 812 years of experience in Talent Acquisition, with at least 5 years in a leadership capacity.
- Proven success in managing high-volume recruitment ramps (around 1,000+ FTEs).
- Experience in building and leading large TA teams in fast-paced, scaling organizations.
- Strong analytical skills and experience in recruitment reporting and metrics.
- Demonstrated ability to engage and influence senior stakeholders and business leaders.
- Exposure to large, multi-site, or enterprise-level organizations is highly preferred.
Key Responsibilities
1. Talent Acquisition Strategy & Workforce Planning
- Develop and execute a comprehensive TA strategy aligned with business growth objectives.
- Lead workforce planning initiatives to support large-scale hiring ramps.
- Build scalable recruitment frameworks, processes, and governance models for high-volume hiring.
2. High-Volume Recruitment Management
- Oversee end-to-end recruitment for bulk hiring initiatives (up to 1,000 FTEs).
- Design ramp strategies including sourcing models, assessment methods, and talent pipeline management.
- Establish and monitor recruitment KPIs (time-to-fill, cost-per-hire, quality-of-hire, offer acceptance rate, etc.).
- Provide executive-level reporting on hiring metrics and forecasts.
3. Team Leadership & Capability Building
- Build, structure, and lead a high-performing Talent Acquisition team.
- Coach recruitment managers and recruiters on sourcing strategies, stakeholder engagement, and process optimization.
- Drive performance management within the TA function to ensure service excellence.
4. Stakeholder Management
- Act as a strategic recruitment advisor to senior business leaders.
- Partner with HR Business Partners and Operations Heads to anticipate manpower requirements.
- Manage vendor partnerships (RPOs, agencies, job portals) to support volume hiring initiatives.
5. Process Optimization & Employer Branding
- Standardize recruitment processes to improve efficiency and candidate experience.
- Implement technology and automation to enhance sourcing, screening, and selection.
- Strengthen employer branding initiatives to attract top talent in competitive markets.
