Talent Acquisition Manager

Talent Acquisition Strategy

Develop and implement a comprehensive talent acquisition strategy aligned with the company’s workforce requirements, business expansion plans, and long-term organizational goals.

Partner closely with senior management and business leaders to understand current and future manpower needs and translate them into effective recruitment plans.

Develop talent pipelines for critical, specialized, and leadership positions to ensure sustainable access to qualified candidates.

End-to-End Recruitment

Lead the full recruitment lifecycle for a broad range of positions, including engineering and technical professionals, managerial and senior leadership roles, expatriates, and international employees.

Oversee sourcing, screening, assessment, interviewing, offer negotiation, and hiring activities while ensuring an efficient and professional candidate experience.

Provide recruitment guidance to hiring managers and participate directly in interviews for senior, specialized, and business-critical positions.

Develop effective sourcing strategies using professional networks, recruitment platforms, referrals, executive search partners, and other relevant channels.

International Recruitment & Global Mobility

Manage recruitment activities involving overseas candidates and international talent markets.

Coordinate with relevant stakeholders on global mobility matters associated with international hiring and employee relocation.

Ensure overseas recruitment activities are properly planned, coordinated, and compliant with applicable internal procedures and legal requirements.

Employer Branding

Develop and implement employer branding initiatives to strengthen the company’s attractiveness to both domestic and international talent.

Collaborate with relevant teams to communicate the company’s employee value proposition through recruitment campaigns, career platforms, professional networks, universities, industry events, and other talent channels.

Continuously improve candidate engagement and overall recruitment experience.

Recruitment Performance & Process Improvement

Establish and monitor key recruitment metrics such as time-to-fill, recruitment efficiency, offer acceptance, sourcing effectiveness, and quality of hire.

Use recruitment data and market intelligence to identify hiring challenges and recommend improvement initiatives.

Review and optimize recruitment processes, systems, tools, and reporting mechanisms to increase efficiency and support better workforce decisions.

Manage external recruitment agencies and other talent acquisition partners where required.

Team Leadership

Lead, coach, and develop the Talent Acquisition team, ensuring clear objectives, responsibilities, and performance expectations.

Strengthen recruitment capabilities within the team and promote a data-driven, accountable, and business-oriented working approach.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related discipline.

At least 8 years of experience in Talent Acquisition or Recruitment, including a minimum of 3 years in a management or team leadership capacity.

Strong experience recruiting technical, engineering, managerial, and/or international talent. Experience within construction, engineering, manufacturing, or other technical industries is highly preferred.

Proven ability to develop and execute recruitment strategies rather than focusing solely on transactional hiring.

Experience working with senior management, C-level stakeholders, expatriates, and international candidates.

Good knowledge of international recruitment and global mobility would be a strong advantage.

Strong English communication skills, including the ability to independently conduct interviews and communicate with international stakeholders.

Strong analytical mindset with experience using recruitment data, ATS platforms, sourcing tools, and recruitment reporting.

Excellent stakeholder management, negotiation, communication, and team leadership skills.

Proactive, hands-on, results-oriented, and comfortable operating in a fast-growing and demanding environment.