SENIOR TALENT ACQUISITION PARTNER

Mô tả Công việc
Job Purpose
To support factory expansion, we are looking for an experienced Talent Acquisition responsible for end-to-end hiring of indirect (office & technical roles), including engineers, specialists, and managerial positions, aligned with production ramp-up and business growth needs.
Key Responsibilities
1. Recruitment Execution
Handle end-to-end recruitment for assigned indirect and technical positions across the organization (Engineering, Production, QA, Maintenance, Purchasing, Finance, Admin, etc.):
Deep Business Partnership: Partner closely with Hiring Managers to thoroughly understand technical specs, operational workflows, and team culture, translating department-specific needs into accurate job profiles and sourcing strategies.
Full-Cycle Recruitment: Sourcing, CV screening, initial interviews, interview coordination with Hiring Managers, offer negotiation, and onboarding support.
Timeline Management: Ensure recruitment progress meets manpower plans and operational timelines.
2. Candidate Sourcing & Pipeline Building
Utilize diverse sourcing channels (Job portals, LinkedIn, professional networks, employee referrals) to target specialized technical and office talent.
Build and maintain a proactive candidate pipeline for key, hard-to-fill, or recurring technical roles.
3. Employer Branding & Campus Relations
University & Academic Partnerships: Build and maintain strategic relationships with universities, vocational colleges, and institutions to execute campus recruitment, job fairs, and Management Trainee/Internship programs.
EB Promotion: Actively participate in and execute Employer Branding campaigns, candidate touchpoint initiatives, and recruitment media promotion to position the company as an employer of choice.
4. Recruitment Analytics & Tracking
Maintain accurate recruitment databases and update daily/weekly hiring reports.
Analyze candidate data, talent market trends, and sourcing channel efficiency to propose continuous improvements to recruitment strategies.
Keep Hiring Managers and the HR team updated on recruitment progress, risks, and market feedback.
5. Other Support
Support factory mass recruitment activations during peak ramp-up periods as required.
Participate in cross-functional HR projects and candidate experience improvement programs.