Talent Acquisition Manager (Education, Retail, F&B)

Location: HaNoi
Job Description
National Hiring Delivery
· Own the national hiring plan for all frontline and center roles against approved headcount.
· Deliver at high volume without letting the bar drop. Speed and standard are not a trade-off at Company; the role is accountable for both.
· Work with Regional Center Managers and Department Heads on a rolling workforce forecast, so hiring begins ahead of demand rather than after a resignation.
· Spot staffing risk early and act on it before it reaches center operations, customer experience or business performance.
2.Leading and Growing the TA Team
· Lead the Talent Acquisition teams in both North and South - set direction, create clarity on ownership, and build a team that holds itself to a high standard.
· Coach the team to grow from executing tasks into owning a market and a set of centers.
· Create a learning rhythm inside the team: review what worked, name what didn't, and turn it into better practice.
· Build bench strength and successors within TA, so no market, channel or relationship depends on a single person.
3.Sourcing Strategy and Employer Brand
· Own the sourcing mix and keep rebalancing it toward the channels that bring people who stay and grow, not simply the channels that bring the most applications.
· Build the employee referral program into a strong channel - our own people are the most credible evidence of what company offers.
· Shape company's employer brand for talent in partnership with Corporate Communication, built on a real promise: this is where good people get better.
· Keep a living talent pipeline for hard-to-fill roles instead of starting from zero on every requisition.
4.Quality of Hire and New-Hire Success
· Standardize selection nationally: structured interview guides, clear evaluation criteria, and a shared definition of what "good" looks like for each role.
· Hire for potential and learning agility, not only for what a candidate has already done - Company grows people, so we select people who want to grow.
· Partner with L&D and center leadership so new hires are set up to succeed in their first months, and treat early attrition as a shared problem to solve, not a handover point.
· Own the candidate experience end to end. In our market, candidates are also parents, customers and future colleagues.
· Run honest root-cause reviews when hires don't work out, and feed the learning back into how we source and select.
5.Systems, Data and Insight
· Own the integrity of recruitment data and enforce quality at the point of entry - decisions are only as good as the data behind them.
· Deliver recruitment reporting to BOD with a clear read on trends, risks and recommended action.
· Act as the TA business owner for the recruitment system: requirements, testing, adoption and the process redesign that comes with it.
· Manage the TA budget with commercial discipline - every hiring spend should be defensible.
6.Business Partnering
· Partner with the business as a trusted advisor on people and capacity, not an order-taker on requisitions.
· Support leadership hiring, internal mobility and succession moves alongside the Talent Development agenda.
· Translate business plans - new centers, new products, seasonal peaks - into a resourced and realistic hiring plan.
Required working experience
· Solid Talent Acquisition experience, including leading a recruitment team.
Required qualifications
· Bachelor's degree or above in HR, Business, or a related field.
Required Languages:
· Fluent in English
Required knowledge and skills
· Track record of delivering in a high-volume, multi-site hiring environment - education, retail, F&B, banking, BPO or similar consumer services.
· Comfortable working with recruitment data: able to read a funnel, understand what the numbers are telling you, and act on it.
· Has improved a recruitment process and got the team to actually use the change - not only followed a process someone else designed.
· Enjoys developing people, with real examples of team members who grew under them.
· Able to influence senior stakeholders with clear, evidence-based recommendations.
· Fluent in both Vietnamese and English.
· Willing to travel between Hanoi and Ho Chi Minh City as required.
· Culture match with the company Values: Have Passion, Be Accountable, Innovate, Collaborate, Do the Right Thing