PURPOSE OF THE JOB:
- This role primarily focuses on building and driving Japfa's Employer Branding strategy (70-80%), while supporting sourcing strategy and recruitment reporting (20-30%) to enhance overall Talent Acquisition effectiveness.
MAIN DUTIES:
A. Employer Branding (70-80%)
• Develop and drive the country-level Employer Branding (EB) strategy and annual roadmap aligned with business growth objectives, workforce planning, and talent acquisition priorities.
• Partner closely with Talent Acquisition teams, HR Business Partners, and
Business Leaders to design and execute employer branding initiatives across all Business Units.
• Lead the planning, execution, and evaluation of employer branding campaigns across multiple channels, including social media, career websites, job boards, campus recruitment programs, career fairs, and employee advocacy initiatives.
• Create and manage engaging employer branding content, including articles, employee stories, videos, social media posts, and recruitment marketing campaigns to strengthen Japfa's employer value proposition (EVP).
• Ensure consistency of employer branding messages, visual identity, and candidate experience across all recruitment and communication touchpoints.
• Manage and optimize employer branding platforms and channels (e.g., LinkedIn, Facebook, career site, and other digital platforms) to maximize employer visibility, audience engagement, and talent attraction.
• Build and maintain strategic partnerships with universities, colleges, professional associations, and external stakeholders to enhance employer brand awareness and talent pipeline development.
• Monitor market trends, competitor employer branding activities, and candidate insights to continuously improve employer branding effectiveness.
• Track, analyze, and report employer branding performance metrics, including reach, engagement, employer brand awareness, application conversion, and talent attraction outcomes.
B. Sourcing Strategy & Talent Pipeline Management (10-15%)
• Analyze sourcing channel effectiveness, talent pipeline quality, and recruitment trends across Business Units to identify opportunities for improvement.
• Develop and implement proactive sourcing strategies to support hiring demands, with a focus on critical, hard-to-fill, and future talent needs.
• Explore, evaluate, and expand diverse sourcing channels, including employee referrals, social sourcing, talent communities, campus partnerships, and professional networks.
• Build, maintain, and nurture talent pools for key positions to ensure a sustainable pipeline of qualified candidates.
• Collaborate with recruiters and hiring managers to identify talent market opportunities and improve sourcing efficiency.
C. Reporting, Analytics & Continuous Improvement (10-15%)
• Prepare and manage Talent Acquisition and Employer Branding reports, including sourcing effectiveness, talent pipeline status, campaign performance, and recruitment outcomes.
• Analyze recruitment and employer branding data to generate actionable insights and recommendations for continuous improvement.
• Monitor key recruitment metrics such as Time-to-Fill, Cost-per-Hire, Source-of-Hire, Quality-of-Hire, Offer Acceptance Rate, and Conversion Rates.
• Develop dashboards and performance reports to support data-driven decision-making for Talent Acquisition and business stakeholders.
• Identify process improvement opportunities and recommend innovative solutions to enhance sourcing effectiveness, employer branding impact, and candidate experience.