Senior Talent Acquisition Specialist (Mass Hiring)

Mô tả Công việc
ABOUT NEW RETAIL CPG
We are Vietnamese importer and distributor of consumer goods and food products, strategically utilizing technology and data solutions.
As a valued member of the Seedcom group, we benefit from strong ecosystem support, and a widespread distribution network of 20,000 outlets nationwide, covering diverse sectors such as traditional and modern trade, online, and horeca.
ROLE OVERVIEW
New Retail CPG's operations - distribution centers (DCs), warehouses, production and FreshCool wholesale stores - depend on having enough of the right people at the right time. We are looking for a Senior TA Specialist (Mass Hiring) to lead high-volume recruitment of production workers and warehouse workers for New Retail CPG.
You will own the mass hiring pipeline end to end: understanding business needs from operations leaders, running sourcing channels, managing outsourcing (OS) and staffing vendors, and making sure headcount is filled on time and at the right cost. When needed, you will also support recruitment for back-office roles. The role reports to the Talent Acquisition Manager.
KEY RESPONSIBILITIES
Mass Hiring - Production & Warehouse Workers
Run end-to-end high-volume recruitment for production workers, warehouse workers, loaders, pickers/packers and similar roles: sourcing, screening, interviewing, offers and onboarding.
Build and manage blue-collar sourcing channels: job boards, social media and Zalo groups, local communities, referral programmes, schools, labour centres and recruitment events/job fairs.
Plan to hire for peak seasons (Tet, campaigns, new site openings) and respond quickly to urgent headcount needs.
Ensure smooth candidate experience and fast turnaround from application to first working day.
OS / Staffing Vendor Management
Source, evaluate and onboard outsourcing (OS) and staffing vendors; negotiating rates, service levels and contract terms together with the TA Manager.
Allocate headcount requests to vendors, track fulfilment, attendance and quality of supplied workers.
Monitor vendor performance against SLAs (fill rate, time to fill, show-up rate, retention, compliance) and drive improvements or replacements.
Ensure vendors comply with labour law, insurance and company policies; work with C&B on reconciliation and payments.
Stakeholder Partnership & Workforce Planning
Work closely with operations leaders (DC/warehouse managers, production and store operations) to understand the business, shift patterns and workforce needs.
Translate business plans into hiring plans: headcount forecasts, direct hire vs. OS mix, timelines and budgets.
Advise stakeholders on market conditions, salary levels and realistic hiring timelines for blue-collar roles.
Back-Office Recruitment (When needed)
Support recruitment for back-office and office roles (e.g. admin, HR, finance, operations staff) when required by the business.
Apply the full recruitment process: job analysis, JD, sourcing, screening, interviews and offer coordination.
Recruitment Data, Process & Employer Brand
Track and report recruitment KPIs: fill rate, time to fill, cost per hire, source effectiveness, show-up and early attrition rates.
Keep recruitment data accurate in ATS/HRIS and trackers; analyse data to improve sourcing and retention.
Improve mass hiring processes and SOPs; contribute to employer branding for blue-collar candidates (posters, job posts, recruitment events).