Core Functional Responsibilities (60%):
Develop and lead the TA strategy by designing and implementing a comprehensive Talent Acquisition strategy aligned with workforce planning and business growth.
Build scalable recruitment frameworks across Mass Hiring, Non-Mass Hiring, Leadership Hiring, and Strategic Talent Programs.
Develop strategic talent programs by initiating and leading long-term talent initiatives such as the Hire Right Project, Management Trainee Program, Future Leadership Talent Programs, Alumni Talent Network, and Strategic University Partnerships.
Drive innovative Employer Branding initiatives by developing differentiated employer branding strategies to position the company as a top employer, and launching creative campaigns and talent engagement initiatives to attract high-potential candidates.
Establish TA frameworks and systems by developing structured recruitment frameworks including talent mapping, talent pipeline development, candidate experience design, and hiring manager partnership models.
Ensure data-driven recruitment performance by defining and monitoring recruitment performance metrics such as time-to-hire, quality-of-hire, hiring cost efficiency, and candidate experience.
Management / Cross-functional Collaboration (20%):
Manage TA functions including: Employer Branding, Non-Mass Recruitment, Mass Recruitment, Governance & Recruitment Systems.
Collaborate with
business leaders to align hiring strategy with organizational growth priorities.
Work with HR and Technology teams to develop systems such as: ATS (Applicant Tracking System), Recruitment reporting dashboards, Talent analytics frameworks.
Development & Improvement Plan (20%):
Identify opportunities to improve recruitment efficiency through technology and automation.
Continuously innovate recruitment practices to enhance candidate experience and hiring
effectiveness.
Develop new talent ecosystem strategies to strengthen long-term talent supply.
Develop team members through role modeling and trainings.
Bachelor's degree in Human Resources, Business Administration, or related fields.
8-12 years of experience in Talent Acquisition, and at least 4-5 years in a leadership role managing recruitment strategy.
Expertise in talent acquisition strategy development, ATS systems and recruitment analytics.
Strong understanding of employer branding and talent market dynamics.
Strategic leadership, innovation and transformation mindset, strong stakeholder management.
Experience in high-growth technology companies is a plus.
Experience building talent ecosystems or leadership development hiring programs is a plus.
Competencies:
Ability to design and execute long-term Talent Acquisition strategies aligned with business growth and workforce planning.
Ability to build sustainable talent pipelines and ecosystems through strategic programs.
Ability to develop innovative employer branding strategies that strengthen the company's positioning in competitive talent markets.
Ability to leverage recruitment analytics, ATS systems, and performance dashboards to optimize hiring effectiveness and efficiency.
Ability to define and track data metrics and make recommendations based on analysis.
Ability to build strong partnerships with senior leaders and influence strategic hiring decisions across the organization.
Ability to lead and scale a high-performing Talent Acquisition organization while developing strong recruitment capabilities within the team.
Ability to drive innovation and transformation in recruitment processes, systems, and talent acquisition strategies.
Strong ownership mindset with accountability for recruitment performance, talent pipeline sustainability, and organizational hiring success.