Talent Acquisition Manager

The TA Manager is responsible for leading the end-to-end recruitment strategy and execution to attract, assess, and hire high-impact talent for OnPoint. This role works as a strategic partner to business leaders, ensuring the right talent is hired at the right time, while building strong pipelines and maintaining an excellent candidate and stakeholder experience.

Key Responsibilities

1. Talent Strategy & Workforce Planning

• Partner with business leaders to understand business growth plans and capability needs.

• Translate hiring needs into clear TA strategy, hiring priorities, and timelines.

• Build talent pipeline for critical roles (leadership, Commercial, Tech, Operations).

2. End-to-End Talent Acquisition Execution

• Lead full recruitment lifecycle: sourcing, screening, assessing, interviewing, offer management.

• Maintain strong quality bar through competency-based assessment.

• Ensure timely, professional, and positive candidate experience.

3. Sourcing & Talent Pipeline

• Proactively build candidate pipelines through headhunting, networking, referrals, and platforms (LinkedIn, job boards).

• Develop market intelligence and talent mapping for niche or senior roles.

4. Data-Driven Recruitment & Process Excellence

• Track and manage TA KPIs (time-to-fill, cost-per-hire, pipeline conversion, source effectiveness).

• Optimize recruitment processes and use TA dashboards/ATS to improve visibility and efficiency.

• Drive continuous improvement based on hiring analytics and feedback.

5. Employer Branding & Talent Marketing

• Partner with HRBP/IC and Marketing team to enhance employer brand presence on LinkedIn and digital channels.

• Manage recruitment campaigns, content, and talent engagement activities (university partnerships, events).

• Build machine/system to manage talent pipeline, candidates pool and proactive to manage these pools.

6. Stakeholder & Candidate Management

• Advise hiring managers on recruitment planning, evaluation, market benchmarking, and best practices.

• Ensure alignment between HR, hiring managers, and interview panels throughout the process.

7. Team Leadership

• Lead, coach, and develop TA specialists/recruiters to build higher sourcing and business partnering capability.

1. Education background requirements: Bachelor’s degree in Business, Human Resources, or a related field.

2. Experience/Industry requirements:

• 5–8 years of recruitment experience, preferably in fast-growth or high-volume hiring environments (e-commerce, tech, retail, FMCG) or from head-hunter

• Experience hiring mid-level to leadership roles.

3. Skills & Capabilities

• Strong sourcing and headhunting skills, especially via LinkedIn and networking.

• Excellent interviewing and competency assessment skills.

• Strong stakeholder management, able to influence and challenge when needed.

• Data-driven mindset with experience using ATS tools (e.g., SAP SuccessFactors, Workable, Lever).

4. Attributes

• High sense of ownership and execution discipline.

• Strong communication skills and professional maturity.

• Ability to work in a fast-paced, changing environment.