Mô tả Công việc
About the role:
The Talent Acquisition Business Partner is responsible for driving strategic talent acquisition while serving as a trusted HR partner to assigned business functions. The role leads end-to-end recruitment, strengthens employer branding, and partners with
business leaders to manage the employee lifecycle, enhance organizational capability, and improve employee experience. Through data-driven insights and proactive people solutions, the position contributes to attracting, developing, and retaining high-performing talent aligned with business objective
Key Responsibilities:
1. Strategic Talent Acquisition
• Develop and execute talent acquisition strategies aligned with workforce planning and business growth across Retail, F&B, Sales and others Corporate functions.
• Lead the full recruitment lifecycle, including manpower planning, job briefing, sourcing, screening, interviewing, assessment, offer negotiation, hiring, and onboarding.
• Partner closely with business leaders and hiring managers to define hiring priorities, competency requirements, and cultural fit for critical positions.
• Build and maintain proactive talent pipelines through market mapping, networking, employee referrals, executive search firms, social media, and recruitment platforms.
• Utilize AI-enabled recruitment tools, and data analytics to improve recruitment efficiency and candidate quality.
• Monitor recruitment KPIs, including Time-to-Fill, Time-to-Hire, Offer Acceptance Rate, Quality of Hire, Cost per Hire, and Hiring Manager Satisfaction, and implement continuous improvement initiatives.
• Manage recruitment agencies and external sourcing partners to ensure quality, speed, and cost effectiveness.
2. HR Business Partner & Employee Lifecycle Management
• Serve as a trusted HR Business Partner to Retail, F&B and Sales Department, providing professional advice on workforce planning, organization effectiveness, employee relations, and people management.
• Manage key employee lifecycle processes, including onboarding, probation confirmation, internal mobility, promotion, development discussions, retention initiatives, exit interviews, and offboarding.
• Coach and support managers in performance management, employee engagement, conflict resolution, disciplinary matters, and policy interpretation.
• Partner with department leaders to identify talent gaps, succession opportunities, and development priorities that support business continuity.
• Analyze workforce trends, including turnover, retention, absenteeism, probation success, and engagement, providing actionable recommendations to improve organizational performance.
3. Employer Branding & Candidate Experience
• Develop and execute employer branding initiatives aligned with the Company's Employee Value Proposition (EVP) to strengthen the organization's attractiveness in the talent market.
• Design and manage recruitment marketing activities to enhance employer branding across LinkedIn, social media, recruitment campaigns, employee referral.
• Deliver a high-quality candidate experience throughout the recruitment journey by ensuring timely communication, professional interactions, and structured feedback.
• Collect candidate and hiring manager feedback to continuously improve recruitment processes and service quality.
• Stay informed of labor market trends, competitor hiring practices, employer branding innovations, and emerging recruitment technologies to strengthen talent acquisition strategies.
4. Team Supervision & Reporting
• Supervise, mentor, and evaluate the performance of the recruitment team member to ensure high productivity and adherence to hiring targets.
• Conduct regular recruitment and HR audits to ensure database accuracy, data privacy compliance, and adherence to internal policies.
• Drive continuous improvement through recruitment process optimization, digitalization initiatives, AI adoption.
• Manage recruitment operational budgets and track expenses to ensure full cost efficiency and optimal return on investment.
5. Other Duties
• Perform other duties as assigned by the Board of Directors (BOD) or required by the Company.