Talent Acquisition Manager

The Talent Acquisition Manager is responsible for leading and executing the organization's talent acquisition strategy to ensure the timely acquisition of high-quality talent across corporate and operational requirements.

The role oversees end-to-end recruitment, workforce hiring initiatives, talent sourcing, recruitment operations, employer branding, and continuous improvement of the organization's hiring processes. The position partners closely with business leaders and HR stakeholders to understand workforce requirements and translate them into effective talent acquisition solutions.

Key Responsibilities

1. Talent Acquisition Strategy

• Develop and execute talent acquisition strategies aligned with business growth and workforce plans.
• Translate organizational hiring requirements into actionable recruitment plans and timelines.
• Establish recruitment priorities, sourcing strategies, and hiring targets based on business needs.
• Monitor market trends, talent availability, and competitive hiring practices to inform recruitment strategies.
• Recommend innovative approaches to improve hiring effectiveness, speed, quality, and candidate experience.

2. End-to-End Recruitment

• Lead the full recruitment lifecycle, from manpower requisition and sourcing through selection, offer management, and pre-employment coordination.
• Ensure vacancies are filled within agreed timelines and hiring requirements.
• Develop appropriate sourcing strategies for high-volume, specialized, managerial, and hard-to-fill positions.
• Partner with hiring managers to establish clear job requirements and effective selection criteria.
• Ensure consistent and high-quality assessment and interview practices.

3. Talent Sourcing & Pipeline Development

• Build and maintain sustainable talent pipelines for critical and recurring positions.
• Leverage multiple sourcing channels, including job platforms, professional networks, social media, employee referrals, recruitment events, partnerships, and talent communities.
• Develop proactive sourcing strategies for passive candidates and niche talent segments.
• Establish relationships with external recruitment partners, schools, professional organizations, and other talent sources.

4. Stakeholder & Business Partnership

• Serve as a strategic recruitment partner to business leaders and hiring managers.
• Provide regular updates on recruitment progress, talent availability, challenges, and market insights.
• Challenge hiring assumptions and recommend practical alternatives when necessary.
• Promote a business-oriented and candidate-centric approach to recruitment.
• Ensure recruitment decisions balance speed, quality, cost, and organizational requirements.

5. Recruitment Operations & Process Excellence

• Establish and maintain efficient recruitment processes, standards, and governance.
• Monitor recruitment metrics including time-to-fill, fill rate, source effectiveness, offer acceptance, hiring quality, and candidate conversion.
• Identify recruitment bottlenecks and implement process improvements.
• Maximize the use of Applicant Tracking Systems and recruitment technology.
• Explore automation and digital solutions to improve recruitment productivity and scalability.

6. Employer Branding & Candidate Experience

• Strengthen the organization's employer value proposition and talent market presence.
• Develop recruitment campaigns and initiatives that improve talent attraction.
• Ensure candidates receive a professional, timely, and engaging recruitment experience.
• Partner with internal stakeholders to develop recruitment content, events, campaigns, and employee referral initiatives.

7. Team Leadership

• Lead, coach, and develop the Talent Acquisition team.
• Establish individual and team recruitment targets and performance measures.
• Allocate recruitment resources based on business priorities and hiring volume.
• Build a culture of accountability, collaboration, continuous improvement, and customer service.
• Provide coaching and guidance on sourcing, interviewing, stakeholder management, and recruitment execution.

8. Recruitment Analytics & Reporting

• Develop and present regular talent acquisition reports and dashboards for management.
• Analyze recruitment data to identify trends, risks, opportunities, and areas for improvement.
• Provide data-driven recommendations to improve hiring outcomes and resource utilization.
• Track recruitment performance against agreed business targets and service levels.

9. Compliance & Governance

• Ensure recruitment activities comply with applicable labor laws, company policies, data privacy requirements, and recruitment standards.
• Maintain confidentiality and appropriate handling of candidate and employee information.
• Ensure recruitment documentation and processes are properly maintained and auditable.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
• 7+ years of progressive experience in Talent Acquisition / Recruitment, with significant experience managing recruitment teams or large-scale hiring programs.
• Experience in both strategic and hands-on recruitment management.
• Strong experience in stakeholder management and partnering with business leaders.
• Proven experience in high-volume, corporate, retail, service, or multi-site recruitment environments is an advantage.
• Strong knowledge of modern sourcing techniques, recruitment technology, and talent market practices.
• Experience using Applicant Tracking Systems and recruitment analytics tools.
• Excellent communication, negotiation, presentation, and interpersonal skills.
• Strong analytical and problem-solving capabilities.
• Demonstrated ability to manage multiple priorities in a fast-paced environment.