Talent Acquisition Manager

The Talent Acquisition Manager is open to exploring new ideas and possibilities and is also able to evaluate them in a methodical and systematic manner in order to make decisions and manage resources effectively. He is a confident communicator and possesses the ability to build and leverage strong relationships with others to achieve desired objectives.
Talent Acquisition Manager plans and secures the organisation&039;s manpower. He/She proposes the employee value proposition (EVP) and talent outreach plans to source for potential candidates. He determines cost- efficient and robust assessment and selection tools to identify the right candidates for hire. He establishes processes and guidelines to onboard new hires. He coaches and works with business stakeholders to facilitate the assimilation of new hires into the organisation to help them become effective contributors readily.
Responsibilities:
Talent acquisition strategy
- Calculate and analyse cost and headcount implications resulting from proposed strategic workforce plan and recruitment plan.
- Develop annual recruitment plans for the purpose of filling resource gaps or redeploying resources based on skills.
- Plan and execute TA strategy and plan within the approved budget.
- Identify the data sources to gather and prepare relevant workforce data to perform workforce gap analysis.
- Align all employee lifecycle activities to the overall HR strategy and plan.
- Manage manpower cost and cost to hire within the approved budget.
Source for the right candidates by setting hiring standards, and accessing a range of recruitment channels to maximise the effectiveness of sourcing.
- Develop a database of contacts to facilitate access to potential recruits of the organisation to allow proactive and immediate sourcing of qualified candidates when the need arises.
- Execute recruitment plans in collaboration with business leaders to ensure open positions are successfully filled.
- Recommend hiring standards, selection criteria and job requirements (knowledge, skills and experience) to fulfill the current and future business plans of the organisation.
Onboard new joiners through well- designed orientation, induction, and assimilation programmes to help them become effective contributors quickly.
- Gather feedback from new joiners about their onboarding experience so as to take proactive actions to address areas for improvement in a timely manner.
- Design and deliver impactful orientation programmes for new joiners to facilitate their onboarding experience and help them to be familiarised with the organisation
- Facilitate assimilation of new joiners into the organisation and team through engagement with business units to understand business needs and job requirement
- Collaborate with business leaders to help new joiners assimilate into the organisation quickly.
Deploy a range of data mining tools and analytical techniques to create management information, business insights, and projections for HR and manpower planning purposes
- Correlate financial and HR data to design HR metrics, identify causal relationships, analyse trends, develop forecasts and projections, and draw insights and foresights for decision- making.
- Derive relevant insights from analysis and recommend enhancements to the organisation’s HR practices taking into consideration the business context and operating environment.
- Apply data governance concepts and principles to identify, collect and prepare data for analytics and HR metrics benchmarking.
- Resolve data availability and data quality challenges with data cleansing techniques.
- Analyse financial and HR data by employing data mining, modelling, predictive analytics, and benchmarking tools and techniques to create insights and foresights to guide decision- making.
Others
- Others TA project assigned
- Build corporate, recruitment guidelines, manual, recruitment systems.

Bonus

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