Head of Talent Acquisition (Multi-Sector Group|Competitive Package)

We are looking for a talent who is suitable for the position of Head of Talent Acquisition with the following criteria & work:
A. Group Talent Acquisition Strategy
- Develop and implement the Group-wide talent acquisition strategy aligned with Stavian Group's business strategy, workforce planning, expansion plans, and organizational priorities.
- Establish recruitment strategies for Vietnam and overseas markets based on business requirements, local talent availability, and market conditions.
- Translate annual and medium-term workforce plans into effective recruitment plans for each business unit, subsidiary, and overseas entity.
- Develop appropriate sourcing strategies for executive, managerial, professional, technical, commercial, manufacturing, and operational positions.
- Build proactive talent pipelines for critical and hard-to-fill positions to support the Group's current and future workforce requirements.
- Advise senior management on recruitment market trends, talent availability, compensation expectations, hiring risks, and workforce-related challenges.
B. Domestic Recruitment Management
- Lead and oversee recruitment activities across Stavian Group's businesses and subsidiaries in Vietnam.
- Ensure recruitment requirements are delivered according to approved headcount plans, budgets, timelines, and business priorities.
- Partner with Business Unit Heads, Hiring Managers, and HR teams to clarify manpower needs, position requirements, candidate profiles, and recruitment strategies.
- Direct recruitment for managerial, specialist, technical, sales, corporate functions, manufacturing, and operational positions.
- Establish recruitment service standards and ensure consistency in hiring quality and candidate assessment across the Group.
- Monitor recruitment performance, identify bottlenecks, and implement corrective actions to improve hiring efficiency.
C. International & Overseas Recruitment
- Lead recruitment activities for Stavian Group's overseas subsidiaries, branches, representative offices, and business operations.
- Develop country-specific recruitment strategies based on local labor markets, business requirements, and legal considerations.
- Recruit local employees, expatriates, regional talent, and international candidates for overseas operations.
- Partner closely with overseas Country Managers, Business Heads, and local HR teams to understand workforce requirements and recruitment priorities.
- Support recruitment for new market entry, establishment of new entities, international projects, and business expansion.
- Build talent networks across key international markets relevant to Stavian Group's businesses.
- Coordinate with HR, Legal, Payroll, and relevant stakeholders to ensure that international hiring arrangements comply with local employment regulations, work permit requirements, immigration requirements, and internal policies.
- Develop and manage relationships with international recruitment agencies, executive search firms, and other external talent partners.
D. Executive Search & Critical Hiring
- Personally lead or supervise recruitment for senior management, executive, and strategically critical positions.
- Develop talent mapping and succession-related external market intelligence for key leadership positions.
- Build relationships with senior professionals, industry leaders, and high-potential candidates across relevant markets.
- Partner with executive search firms where appropriate and manage the end-to-end search process.
- Provide senior management with candidate market insights and professional recommendations during executive hiring decisions.
E. Recruitment Operations & Governance
- Establish and continuously improve Group-wide recruitment policies, procedures, standards, and governance.
- Standardize recruitment processes across Vietnam and overseas entities while allowing appropriate flexibility for local market requirements.
- Ensure recruitment activities comply with approved organizational structures, headcount plans, salary frameworks, authorization matrices, and HR policies.
- Implement effective candidate screening, interview, assessment, reference-checking, offer, and onboarding coordination processes.
- Ensure recruitment documentation, approvals, candidate records, and employment-related information are properly maintained.
- Monitor recruitment risks and ensure adherence to applicable labor regulations and data privacy requirements.
Employer Branding
- Partner with Employer Branding, Communications, Marketing, and Business teams to strengthen Stavian Group's employer brand in Vietnam and international markets.
- Develop talent attraction campaigns targeting key candidate segments and strategic talent pools.
- Strengthen the Group's presence across LinkedIn, professional networks, universities, industry associations, recruitment platforms, and other relevant talent channels.
- Develop Employee Value Proposition-related initiatives to improve candidate attraction and engagement.
- Represent Stavian Group at recruitment events, career fairs, professional forums, and strategic talent networking activities where appropriate.
Recruitment Agency & Vendor Management
- Develop and manage the Group's network of recruitment agencies, headhunters, executive search firms, job platforms, assessment providers, and other recruitment vendors.
- Negotiate recruitment contracts, service fees, guarantee periods, payment terms, and service-level agreements.
- Evaluate vendor performance regularly based on quality, responsiveness, hiring success, cost effectiveness, and business satisfaction.
- Optimize the use of external recruitment partners and ensure recruitment spending remains within approved budgets.
Talent Acquisition Team Leadership
- Lead, coach, and develop the Group Talent Acquisition team.
- Define team structure, responsibilities, workload allocation, and performance expectations.
- Set individual and team KPIs aligned with Group recruitment objectives.
- Develop recruiters' capabilities in sourcing, interviewing, assessment, stakeholder management, executive search, recruitment analytics, and international recruitment.
- Build a high-performance, business-oriented, and service-focused recruitment culture.
- Promote collaboration between Group HR, Business Unit HR teams, and overseas HR teams.
KEY INTERNAL STAKEHOLDERS
- Board of Management / Executive Management;
- Group Human Resources Director / CHRO;
- Business Unit CEOs / Managing Directors;
- Functional Directors;
- Country Managers and Overseas Business Heads;
- HR Managers and HR Business Partners;
- Finance, Legal, Administration, and other Corporate Functions.
KEY EXTERNAL STAKEHOLDERS
- Executive search firms and recruitment agencies;
- Job platforms and recruitment technology providers;
- Universities and educational institutions;
- Professional associations and industry networks;
- International talent communities;
- Government and labor-related organizations where applicable.