Talent Acquisition Manager

1. Job Purpose
- The Talent Acquisition Manager is responsible for leading and developing the University’s talent acquisition strategy to attract, assess and hire high-quality talent aligned with the University’s academic and business objectives.
- The role oversees the end-to-end recruitment function across academic, leadership, professional and administrative positions, while strengthening the University’s employer brand, talent pipeline and recruitment processes.
2. Key Responsibilities
A. Talent Acquisition Strategy
- Develop and implement the University’s annual Talent Acquisition strategy in alignment with institutional growth plans and workforce requirements.
- Build recruitment plans for critical and high-level positions, including academic leaders, lecturers, faculty members, department heads and key management positions.
- Develop proactive talent pipelines for critical and hard-to-fill positions.
- Monitor labour market trends, talent availability and competitor hiring activities to recommend appropriate recruitment strategies.
- Establish recruitment KPIs and monitor effectiveness through metrics such as time-to-fill, quality of hire, recruitment source effectiveness and hiring cost.
B. End-to-End Recruitment Management
- Lead the full recruitment lifecycle from manpower requisition, job profiling, sourcing and screening to interviewing, offer negotiation and onboarding.
- Partner closely with Hiring Managers and academic leaders to understand recruitment requirements, competency expectations and candidate profiles.
- Provide professional recruitment advisory to Hiring Managers on sourcing strategy, candidate assessment and selection decisions.
- Manage recruitment for both academic and non-academic functions, ensuring the right balance between technical qualifications, competencies and cultural fit.
- Oversee recruitment agencies and external recruitment partners when required.
C. Sourcing & Talent Pipeline
- Develop diverse sourcing strategies through direct search, professional networks, job platforms, referrals, recruitment agencies, industry networks and academic communities.
- Build and maintain talent pools for key academic and management positions.
- Establish relationships with universities, professional associations, industry communities and other talent networks to strengthen the University's talent pipeline.
- Lead executive and senior-level search for critical positions when required.
D. Employer Branding & Talent Attraction
- Develop and execute employer branding initiatives to position the University as an attractive destination for academic and professional talent.
- Partner with Marketing/Communications teams to develop recruitment campaigns, career content and talent attraction activities.
- Represent the University at career fairs, professional events, academic conferences and relevant networking activities.
- Strengthen the candidate experience throughout the recruitment journey.
E. Recruitment Process & Systems
- Review and continuously improve recruitment policies, procedures, assessment methods and candidate experience.
- Ensure recruitment processes are professional, transparent, consistent and compliant with University policies and applicable labour regulations.
- Manage and optimize the use of ATS/HRIS and recruitment platforms.
- Develop recruitment dashboards and reports to provide data-driven insights to HR and University leadership.
F. Team Leadership
- Lead, coach and develop the Talent Acquisition team to ensure high-quality recruitment delivery.
- Allocate recruitment priorities and monitor team performance against agreed KPIs.
- Establish recruitment standards, best practices and competency frameworks for the TA team.
- Build a proactive, consultative and service-oriented recruitment culture.
G. Stakeholder Management
- Build strong relationships with University leadership, Faculty Deans, academic leaders, Heads of Departments and functional managers.
- Act as a trusted recruitment advisor to stakeholders on talent availability, market competitiveness and candidate expectations.
- Manage expectations regarding recruitment timelines, candidate quality and hiring priorities.

Yêu cầu công việc

1. Education
- Bachelor's degree or above in Human Resources, Business Administration, Psychology or a related field.
- Professional HR/Recruitment certification is an advantage.
2. Experience
- Minimum 5–8 years of experience in Talent Acquisition / Recruitment, including experience in a management or team-lead role.
- Strong experience in end-to-end recruitment and talent sourcing.
- Experience recruiting academic, professional, management or senior-level positions is highly preferred.
- Prior experience in higher education, education, training or other service organizations is an advantage.
- Experience in employer branding, talent pipeline development and recruitment process improvement.
3. Skills & Competencies
- Strong talent sourcing and candidate assessment capabilities.
- Excellent stakeholder management and communication skills.
- Strong understanding of recruitment market trends and talent mapping.
- Ability to translate organizational/business requirements into effective talent acquisition strategies.
- Strong leadership, coaching and team management skills.
- Data-driven mindset with the ability to analyze recruitment metrics and identify improvement opportunities.
- Strong negotiation and influencing skills.
- Good command of English, both written and verbal, especially for engaging with international academic talent.2a

Quyền lợi

• Thưởng: 13th monthly salary, Performance Bonus
• Chăm sóc sức khoẻ: Healthcare Plan and Insurance package
• Khác: Professional working environment