Assistant Manager, Talent Acquisition

Posted 4 day

Social Media Platforms Business Process Candidate Selection Contract Detailed Oriented Developing Employee Value Proposition Cost Per Hire Development Employer Branding Recruitment Refining Responsiveness Statistics Resourcing Strategy Social Media Vendor Performance Problem-Solving Skills Campus Recruitment Competitiveness Development Program Benchmarking Internal Mobility Pipeline Onboarding SLA Review Licensing Promote
Human Resources



  • Drive the identification and recruitment of the highest quality candidates for various functions based on defined requirements and business needs. 
  • Be the subject matter expertise using LinkedIn technology or other social media platforms to source diverse talent. 
  • Contribute to the future development of the business by creating, managing, and constantly refining the resourcing strategy and tools that support company goals.
  • Review and discuss with line managers on their resourcing needs including external hire, internal mobility, contractor arrangement, and grooming from within.
  • Manage through the Workday process along from job posting, candidate selection, offer & hire to onboarding processes. 
  • Identify new digital recruitment service tools and channels to broaden application and adoption of new technology to source and select talent.
  • Promote the company's employer branding in order to align with our Employee Value Proposition and ensure competitiveness in the talent market. 
  • Regular review of various resourcing channels on their effectiveness. Manage search firm performance and minimize costs.
  • Maintain various statistics on recruitment for benchmarking and evaluation purposes. 
  • Drive/ participate in various recruitment or HR projects, i.e. campus recruitment, next-generation development program, job fair, HR awards, etc.

Financial and Non Financial Measures:
  • Cycle time of filling open positions
  • Fulfillment Rate on Plan to Hire
  • Quality of hires and first-year retention rate
  • Cost per hire
  • Turnaround time in each business process
  • Responsiveness to business needs, feedback by the hiring managers
  • Candidate experience and engagement 
  • Vendor performance as specified in the SLA and contract
  • Innovative recruiting channels, including and not limited to social media

Communication Requirements Internal & External:
  • 40% with HR Business Partners, COE teammates, hiring managers
  • 40% with an external and internal candidate
  • 20% with search firms, vendors, and other external stakeholders


  • University graduate with at least 7 years relevant experience ideally as an HR recruiter and with at least 2 years in a managerial capacity.
  • Possess strong business acumen 
  • Strong analytical ability 
  • Detailed oriented and process mind-set
  • Strong communication and problem-solving skills
  • Must be a team player
  • Be creative and with initiative
  • Good written and spoken English and Chinese
  • Experience in using Workday an advantage
  • The incumbent is required to obtain a relevant license if the job involves regulated activities. The incumbent will ensure team members who perform regulated activities have obtained the relevant licenses and fulfilled the licensing requirements.

Other Information: 

To be a trusted partner enables the business to achieve its strategy and growth plan through developing employer branding & recruitment strategy as well as attracting high-quality talent to strengthen the pipeline. Act in line with the HR priorities which focus around Propel strategy on People, Capabilities & Culture – Building Capabilities for the Future, Fostering a Culture of High Performance and Transforming and Modernizing the Way we Work.