Banking - TA Manager

1. JOB DESCRIPTION
Job Purpose The role accountable for the delivery of management, critical, and priority hirings across the assigned business portfolio of company. Working as a player-coach, the role personally leads the most senior and complex hiring assignments while guiding, coaching, and quality-assuring the work of the team.
As a trusted talent advisor to business leaders and HR Business Partners, this position translates business strategy into talent acquisition plans, provides talent market intelligence and workforce insights, and drives recruitment governance, performance management, and continuous improvement to support Company's leadership capability and business growth.
Job Responsibilities
1. Team Leadership and People Management
·Allocate hiring requisitions across the team based on role complexity, business priority, and team capacity, and rebalance workload as business needs change.
·Provide hands-on guidance to the team on sourcing strategies, candidate assessment, stakeholder handling, and offer negotiation.
·Review the quality of shortlists, assessment summaries, and hiring recommendations before they are presented to senior stakeholders.
·Conduct regular one-on-one meetings, performance reviews, and feedback conversations; identify development needs and build team capability.
·Act as the escalation point for complex hiring issues, stakeholder concerns, and sensitive candidate matters.
·Foster a collaborative, accountable, and service-oriented team culture aligned with company's values.
2. Talent Acquisition Strategy and Workforce Planning
·Partner with the Head of Talent Acquisition & Attraction, HR Business Partners, and business leaders to translate business plans into annual and quarterly hiring plans for the assigned portfolio.
·Forecast hiring demand, prioritise critical roles, and align team capacity and sourcing channels accordingly.
·Contribute to the development of the Talent Acquisition strategy, policies, and annual objectives of the Talent Acquisition & Attraction function.
·Advise stakeholders on talent availability, succession planning, workforce strategy, and future capability requirements.
·Advise stakeholders on recruitment risks, talent scarcity, market competitiveness, and hiring options.
3. Executive Search and Senior Management Hiring
·Personally lead end-to-end recruitment for executive, Head of Department, Head of Function, and other critical roles as assigned.
·Develop and execute tailored executive search strategies across local, regional, and global talent markets.
·Identify, engage, and assess passive senior management talents through market mapping, direct sourcing, networking, and targeted research.
·Partner with business leaders to define job descriptions, job profiles, and success profiles.
·Prepare executive hiring recommendations, market insights, and assessment summaries for senior stakeholders.
·Ensure recruitment activities of both the role and the team are delivered against agreed timelines,
quality standards, and business requirements.
4. Recruitment Performance, Reporting and Analytics
·Define and monitor team KPIs such as time-to-fill, quality of hire, offer acceptance rate, hiring manager satisfaction, and cost per hire.
·Track the recruitment pipeline and progress of the team, identify bottlenecks, and take timely corrective actions.
·Prepare regular recruitment reports and dashboards for the Head of Talent Acquisition & Attraction and business stakeholders.
·Use recruitment data and market insights to improve hiring decisions and team performance.
5. Recruitment Governance and Process Excellence
·Design, implement, and continuously improve hiring frameworks and recruitment processes across the team's portfolio.
·Establish effective assessment methodologies, interview structures, and evaluation frameworks, and ensure they are applied consistently by the team.
·Ensure recruitment activities comply with company policies, applicable regulatory requirements, and approved governance standards.
·Ensure accurate recruitment documentation, reporting, and records are maintained by the team.
·Identify opportunities to improve recruitment efficiency, quality, risk management, and stakeholder experience.
6. Compensation and Offer Management
·Partner with HR Business Partners, Reward, and business leaders on remuneration discussions and offer approvals.
·Benchmark senior management / management remuneration against relevant local, regional, and international markets.
·Provide guidance to the team and stakeholders on offer strategy, negotiation, employment terms, and closing approaches.
Job Description (Cont)
·Partner with HR Operations and Office Service to support relocation, mobility, and expatriate hiring requirements where applicable.
·Manage sensitive and confidential information appropriately throughout the hiring process.
7. Talent Market Intelligence
·Lead and direct market mapping across priority leadership and capability segments.
·Analyse competitor organisations, industry trends, leadership movements, and emerging talent pools.
·Develop and maintain talent pipelines for current and future strategic hiring needs.
·Provide regular talent market updates and insights to senior stakeholders to support workforce planning and strategic hiring decisions.
8. Stakeholder and Vendor Management
·Build trusted relationships with Leadership Team members, business leaders, and HR Business
Partners.
·Influence complex stakeholder groups to achieve successful hiring outcomes.
·Facilitate interview debriefs, assessment discussions, and executive hiring decisions.
·Select, manage, and evaluate external executive search firms, recruitment agencies, and talent intelligence providers, including service levels and recruitment spend within the approved budget.
·Ensure stakeholders receive clear, timely, and commercially relevant recruitment advice.
9. Recruitment Projects and Strategic Initiatives
·Lead strategic hiring programmes and large-scale recruitment initiatives, including the establishment and scaling of new business functions and leadership teams.
·Drive continuous improvement initiatives relating to talent acquisition, senior recruitment, and employer branding.
·Contribute to recruitment transformation programmes.
·Develop project plans, manage risks, monitor progress, and report outcomes to relevant stakeholders.
10. Employer Brand and Candidate Experience
·Represent company professionally within senior management talent markets and build relationships with industry leaders, professional networks, and external talent communities.
·Promote company's employee value proposition and leadership opportunities to prospective candidates.
·Ensure the team delivers a high-touch, inclusive, and professional candidate experience with regular and transparent communication.
·Protect company's reputation and employer brand during all candidate and stakeholder interactions.
2. JOB REQUIREMENTS
Skills and Experience
Essential
·At least 7 years of experience in talent acquisition, executive search, or a related discipline, with demonstrated success recruiting senior management and critical talent.
·At least 1 year of experience leading, supervising, or coaching recruiters (line management or team lead capacity).
·Proven track record of managing multiple concurrent hiring assignments and delivering against agreed
KPIs.
·Experience conducting complex market mapping, talent research, and talent intelligence activities.
·Strong stakeholder management skills and the ability to influence senior leaders.
·Strong negotiation, offer management, and candidate closing capabilities.
·Strong candidate assessment, interviewing, and evaluation skills.
·Data-driven mindset with experience using recruitment metrics and reports to drive decisions.
·Excellent written and verbal communication skills in Vietnamese and English.
Desirable
·Experience in banking, financial services, or a large corporate environment.
·Experience building, developing, or transforming a talent acquisition team or recruitment processes.
·Experience supporting expatriate hiring, relocation, and international employment arrangements.
·Experience managing external executive search firms and recruitment partners, including budget management.
·Familiarity with applicant tracking systems, recruitment technology, and HR analytics tools.