Senior Talent Acquisition

1. Job Purpose

The Senior Talent Acquisition Specialist is responsible for driving end-to-end recruitment for mid-to-senior level positions, acting as a strategic partner to business leaders to ensure timely, high-quality hiring aligned with business growth objectives.

This role combines execution excellence with talent strategy, ensuring hiring decisions are data-driven, consistent, and aligned with organizational culture and long-term workforce planning.

2. Key Responsibilities

2.1 End-to-End Recruitment Ownership

• Manage the full recruitment lifecycle from requisition intake to onboarding
• Validate hiring requests including business need, headcount approval, and urgency
• Drive alignment with Hiring Managers on job scope, success profile, and hiring criteria

2.2 Stakeholder & Business Partnering

• Act as a trusted advisor to Hiring Managers and HRBPs
• Challenge and refine hiring requirements to ensure market competitiveness
• Provide insights on talent availability, salary benchmarks, and hiring strategy

2.3 Talent Sourcing & Pipeline Development

• Proactively source candidates through multiple channels:
  • Direct sourcing (LinkedIn, database, referrals)
  • Job platforms and strategic partnerships
• Develop and maintain strong talent pipelines for critical and recurring roles

2.4 Candidate Screening & Assessment

• Conduct initial interviews to assess:
  • Functional capabilities and experience
  • Cognitive ability and problem-solving
  • Motivation and culture fit
• Ensure only high-quality, well-assessed candidates proceed to business interviews

2.5 Interview Process Management

• Coordinate interview scheduling and communication with stakeholders
• Ensure timely and structured feedback collection
• Facilitate hiring decisions based on clear evaluation criteria

2.6 Employer Branding & Talent Strategy

• Contribute to employer branding initiatives to strengthen talent attraction
• Identify opportunities to improve candidate experience and hiring efficiency
• Support talent mapping and workforce planning for key business areas

2.7 Data & Recruitment Performance Management

• Track and manage recruitment KPIs, including:
  • Time-to-fill
  • Conversion rates
  • Offer acceptance rate
• Provide regular hiring reports and insights to stakeholders

2.8 Process & System Governance

• Ensure all recruitment activities are accurately tracked in the recruitment system
• Maintain high standards of compliance, documentation, and process discipline

3.1 Experience

• Minimum 3–6 years of recruitment experience
• Proven experience in:
  • FMCG, Retail, or high-volume fast-paced environments
  • Hiring mid-to-senior level positions
• Experience in both agency and in-house recruitment is a strong advantage

3.2 Skills & Competencies

Core Functional Skills

• Strong end-to-end recruitment execution
• Advanced sourcing and market mapping capability
• Solid interview and candidate assessment skills
• Stakeholder management and influencing ability