Job Summary:
The Talent Acquisition Manager is responsible for leading and executing the end-to-end recruitment strategy for the Battery Group, covering Motolite (OMMC), Philippine Batteries Inc. (PBI), and Ramcar Technology, Inc. (RTI). This role oversees a team of Talent Acquisition professionals and ensures the timely acquisition of high-quality talent across manufacturing, engineering, sales, marketing, corporate, technical, and leadership positions.
The incumbent will partner closely with business leaders to develop workforce plans, drive recruitment excellence, strengthen employer branding initiatives, and continuously improve talent acquisition processes, systems, and metrics to support the Group's growth and operational objectives.
Key Responsibilities:
Talent Acquisition Leadership
Lead and develop the Talent Acquisition team to deliver high-quality recruitment services and achieve organizational hiring goals.
- Manage, coach, and develop a team of eight Talent Acquisition professionals.
- Set performance expectations and monitor team productivity.
- Conduct performance reviews and talent development initiatives.
- Promote a culture of collaboration, accountability, and continuous improvement.
Workforce Planning and Talent Acquisition Strategy
Develop recruitment strategies that align with business objectives and workforce requirements across the Battery Group.
- Partner with business leaders to understand current and future talent needs.
- Develop sourcing strategies for critical, specialized, and high-volume hiring requirements.
- Build and maintain talent pipelines for key positions.
- Provide talent market insights and hiring recommendations.
Recruitment Delivery and Execution
Ensure the timely and effective fulfillment of manpower requirements across all business units.
- Oversee the end-to-end recruitment process from requisition approval to job offer acceptance.
- Monitor hiring progress and ensure achievement of recruitment targets and service levels.
- Manage executive, technical, and hard-to-fill recruitment requirements.
- Ensure a positive candidate experience throughout the hiring process.
Stakeholder Management
Build strong partnerships with business leaders and hiring managers to support effective hiring decisions.
- Serve as the primary recruitment partner for assigned business units.
- Facilitate hiring discussions and provide guidance on candidate selection.
- Manage stakeholder expectations and address recruitment challenges.
- Communicate hiring updates, risks, and recommendations to leadership.
Employer Branding and Talent Pipeline Development
Enhance the organization's ability to attract top talent and strengthen its employer brand.
- Lead campus recruitment and industry partnership initiatives.
- Expand candidate sourcing channels and referral programs.
- Represent the organization in recruitment events and career fairs.
- Support initiatives that promote the company as an employer of choice.
Recruitment Analytics and Governance
Provide recruitment insights and ensure adherence to established policies and standards.
- Track and analyze recruitment performance metrics and trends.
- Prepare and present recruitment reports to management.
- Ensure compliance with company policies, labor regulations, and recruitment standards.
- Identify opportunities to improve recruitment efficiency and effectiveness.
Key Qualifications:
Education:
- Bachelor's Degree in Human Resources, Psychology, Behavioral Science, Business Administration, or a related field.
- Master's Degree is an advantage.
Experience:
- Minimum of 8–10 years of progressive recruitment experience, with at least 5 years in a managerial or team leadership role.
- Proven experience leading high-volume and strategic recruitment across multiple business functions.
- Experience recruiting for manufacturing, engineering, technical, sales, and corporate positions is highly preferred.
- Experience supporting geographically dispersed operations and multiple business units is an advantage.
- Exposure to ATS and HRIS platforms such as Workday is preferred.
Competencies:
- Strategic Talent Acquisition
- Leadership and People Management
- Stakeholder Management
- Workforce Planning
- Talent Market Intelligence
- Data Analytics and Reporting
- Project Management
- Employer Branding
- Negotiation and Influencing Skills
- Strong Communication and Presentation Skills
- Process Improvement and Change Management
