Talent Acquisition Specialist

I. POSITION PURPOSE

The Dedicated Talent Acquisition Specialist manages and executes the Company's end-to-end recruitment and selection activities to ensure the timely acquisition of qualified, competent, and culturally aligned employees who support Torrent Pharma Philippines Inc.s business objectives.

The position serves as the business's primary recruitment partner, working closely with department heads, business unit leaders, and hiring managers to understand manpower requirements, identify talent opportunities, and deliver effective recruitment solutions.

A key responsibility is to establish and maintain a sustainable talent pipeline, particularly for the Company's Medical Representative and other Managerial positions, while ensuring that all recruitment activities comply with applicable Philippine labor laws, equal employment principles, data privacy requirements, and Company policies.

II. KEY RESPONSIBILITIES

A. End-to-End Talent Acquisition

1. Manage the complete recruitment lifecycle, from manpower requisition and sourcing to candidate assessment, selection, job offer, and pre-employment processing.

• Partner with hiring managers to understand position requirements, job competencies, experience expectations, and selection criteria.

• Develop and execute recruitment strategies appropriate to the nature, seniority, and urgency of each vacancy.

• Source and attract qualified candidates through job portals, LinkedIn, professional networks, employee referrals, recruitment events, and other appropriate channels.

• Conduct initial screening, competency-based interviews, and candidate assessments to determine suitability for the position.

• Coordinate interviews and selection activities with hiring managers and ensure timely feedback and decisions.

• Manage salary discussions and job offers within approved compensation structures and authorized manpower budgets.

• Maintain regular communication with applicants and ensure a professional candidate experience throughout the recruitment process.

B. Pharmaceutical and Field Force Recruitment

• Establish and maintain an active talent pipeline for Medical Representatives, Area Managers, Product Managers, and other critical commercial positions.

• Develop a recruitment network within the pharmaceutical and healthcare industries to identify experienced and high-potential candidates.

• Understand pharmaceutical sales structures, territory assignments, product portfolios, physician engagement, and the competencies required for successful field personnel.

• Develop sourcing strategies for hard-to-fill territories and positions where qualified candidates are limited.

• Coordinate with Division Heads and Area Managers to validate candidate suitability, territory requirements, and field deployment.

• Monitor recruitment trends, competitor talent movements, and industry talent availability to support proactive manpower planning.

C. Manpower Planning and Recruitment Coordination

• Coordinate with HR and business leaders on approved manpower requirements, vacancies, replacement needs, and expansion plans.

• Maintain an updated recruitment tracker covering approved positions, recruitment status, candidate pipeline, hiring timelines, and pending management decisions.

• Prioritize vacancies based on business urgency, operational impact, and approved manpower plans.

• Provide regular recruitment updates and identify potential delays, sourcing challenges, and recommended interventions.

• Maintain a database of qualified applicants and previously assessed candidates for future opportunities.

• Support succession planning and internal talent movement by identifying potential internal candidates in coordination with HR and business leaders.

D. Recruitment Governance and Legal Compliance

• Ensure recruitment and selection activities are consistent with applicable Philippine labor laws, DOLE regulations, and relevant government requirements.

• Ensure recruitment practices adhere to equal employment opportunity principles and applicable anti-discrimination laws.

• Maintain proper documentation of recruitment activities, candidate assessments, interview results, job offers, and pre-employment requirements.

• Ensure the proper collection, handling, storage, retention, and disposal of applicant information in accordance with the Data Privacy Act of 2012 and Company privacy policies.

• Ensure that background verification, reference checks, and pre-employment requirements are conducted with appropriate candidate authorization and in accordance with applicable laws.

• Ensure that employment offers and recruitment representations are consistent with approved Company policies, compensation structures, and employment terms.

• Coordinate with HR Operations to ensure complete and timely employment documentation prior to onboarding.

• Identify recruitment-related compliance risks and recommend corrective actions to the Head of Human Resources.

E. Recruitment Analytics and Performance Management

• Prepare and submit monthly recruitment reports covering vacancy status, time-to-fill, hiring sources, recruitment costs, offer acceptance rates, and hiring outcomes.

• Monitor recruitment effectiveness through measurable performance indicators, including time-to-fill, quality of hire, and new-hire retention.

• Evaluate the effectiveness and cost efficiency of recruitment channels and recommend improvements.

• Analyze recruitment bottlenecks and develop action plans to improve hiring turnaround and candidate quality.

• Maintain accurate recruitment records and ensure the reliability and confidentiality of recruitment data.

• Recommend process improvements, recruitment technologies, and sourcing strategies to strengthen the Company's talent acquisition capability.

F. Onboarding and Stakeholder Partnership

• Coordinate with HR Operations and concerned departments to ensure a smooth transition from candidate selection to employee onboarding.

• Ensure successful candidates receive timely communication regarding employment offers, documentary requirements, and joining arrangements.

• Maintain effective working relationships with hiring managers and business leaders to ensure recruitment requirements are addressed promptly.

• Gather feedback from hiring managers and newly hired employees to continuously improve the recruitment process.

• Participate in HR initiatives, manpower reviews, and other organizational projects as assigned.

III. QUALIFICATIONS AND EXPERIENCE

Educational Background

Bachelor's degree in Psychology, Human Resources Management, Business Administration, or any related discipline.

Work Experience

• At least four (4) years of relevant experience in recruitment, talent acquisition, or executive search.

• Preferably with experience in pharmaceutical, healthcare, FMCG, or other field-sales-driven organizations.

• Demonstrated experience managing end-to-end recruitment for both rank-and-file and managerial positions and senior management.

• Experience in high-volume recruitment and geographically dispersed field organizations is an advantage.

Technical Competencies

• Strong knowledge of recruitment methodologies, candidate sourcing, interviewing, and competency-based assessment.

• Working knowledge of the Philippine Labor Code, DOLE regulations, the Data Privacy Act, and relevant employment regulations.

• Proficiency in recruitment platforms like LinkedIn, JobStreet, Microsoft Office, and recruitment reporting tools.

• Ability to analyze recruitment metrics and prepare management reports.

• Knowledge of pharmaceutical sales organizations and field-force recruitment is highly desirable.