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
Ngành nghề: Nhân sự
Kinh nghiệm: 3 Năm
Cấp bậc: Nhân viên
Hình thức: Nhân viên chính thức
Địa điểm: Hồ Chí Minh