Talent Acquisition Manager

Purpose and scope

• Talent Acquisition Manager play a crucial role in attracting and retaining exceptional employees and support fully HRD in recruitments by planning strategy to attract talents in labor market, building up talent pool and effective Employer Branding (EB) foundation to respond all recruitment requirements.
• Manage recruitment activities and recruitment solution.

Performance

• Responsible for overall personnel recruiting and selecting activities to ensure adequate staffing at all levels.
• Ensure staffing requirements at all levels are met as directed by the company’s short- and long-term plans.
• Support line and departmental managers with advice on best practice recruitment and selection
• Develop and maintain an effective personnel advertising program for the purpose of maintaining high visibility with potential labor markets.
• Prepare other recruitment material depending on the type of organization - for example, brochures and further particulars.
• Screen application forms and short-listing applicants.
• Devise, run, and evaluate selection processes including interviews, personality questionnaires and various group activities.

HR planning

• Coordinate with departments, BU Heads to determine annual recruiting requirements.
• Coordinate with HRBP to update recruitment requirements: JD, OC, MRF...
• Internal & External talents pool with HRBP & other sourcing (outsourcing)
• Plan to organize MT program, internship program to build talent pool (external)
• Social Media (FB, career plan...) to connect candidates & others
• Manage database, analyze, and make recruitment report

Team Management

• Train, evaluate and elaborate career development plan for junior staff (Coaching team about recruiting skills, Employer branding activity...).
• Other activities according to job requirements and assigned by HRD

Customer satisfaction

• Meet all HR reports as per KPIs of Recruitment Team requested by head of BU
• Increase satisfaction of Hiring Manager by every single position
• Keep implementation strictly to support BU
• HRM system
• Ensure all information in HRMS are processed on time with high accuracy.
• Database of candidate

Reports

• Ensure all "recruitment reports " are updated on time, accuracy.
• Do training, coaching junior staff in professional (per year)
• Join CSR activities and other company meetings.