Talent Acquisition Executive

Key Responsibilities:

Workforce Planning

• Collaborate with senior management and department heads to forecast future staffing needs and develop workforce planning strategies.
• Analyze current workforce trends and identify areas for talent development or recruitment.

Job Grade Structure & Salary Scale

• Develop and maintain job grade structures to ensure consistency and equity in job classification and compensation across the organization.
• Conduct regular job market surveys to stay informed about industry trends, competitor practices and salary benchmarks.
• Collaborate with the Compensation & Benefits division to enhance the compensation and benefits packages.

Job Description

• Work with hiring managers to create clear and comprehensive job descriptions that accurately reflect the responsibilities and requirements of each role.

Recruitment & Hiring

• Partner with hiring managers to understand recruitment needs and develop effective sourcing strategies.
• Lead the recruitment process, including sourcing, screening, interviewing, and assessing candidates for a wide range of roles.
• Utilize job boards, social media, networking events, headhunters and employee referrals to attract high-quality candidates.
• Coordinate and schedule interviews, collect feedback, and facilitate decision-making.
• Negotiate job offers and manage the offer acceptance process to ensure smooth onboarding for new hires.
• Develop and maintain a strong talent pipeline for current and future hiring needs.

Apprenticeship Program

• Implement apprenticeship programs to attract and develop talent in specialized areas.

Employer Branding

• Develop and execute employer branding strategies to enhance the organization's reputation as an employer of choice.
• Promote the organization's culture, values, and career opportunities through various channels, including social media, career fairs, and industry events.

Onboarding Process

• Manage the administrative onboarding process, including creation of IDs, assignment of access, and provision of necessary equipment and materials.
• Arrange new joiners to receive working devices, uniforms, office equipment, and access cards, and manage the collection of these items from departing employees.

Employee Exit Management

• Manage the full separation process, including conducting exit interviews, collecting assets, and coordinating with IT for necessary exit procedures.
• Generate exit surveys and analyze feedback to identify areas for improvement in employee experience and retention.

Continuous Improvement

• Collaborate with HR internal teams and other teams to continuously improve recruitment processes and the candidate experience.

• Bachelor's degree in Human Resources, Psychology, or related field.
• Minimum of 2 years of experience in full-cycle recruiting, preferably in the retail industry.
• Strong understanding of recruitment strategies and candidate sourcing techniques.
• Excellent communication and interpersonal skills.
• Proficiency in Mandarin is a must.
• Ability to thrive in a fast-paced environment and manage multiple priorities.