Talent Acquisition & Employer Branding Manager

Sekolah Cikal Head Office; Jakarta Selatan; On-site; IDR 700,000,000 - 1,000,000,000; Full time

Job summary

Sekolah Cikal Head Office in Jakarta Selatan seeks a Talent Acquisition & Employer Branding Manager to lead end-to-end recruitment and build a strong employer brand across the organisation. The role demands 8+ years in TA, strategic thinking, and leadership to align hiring with business priorities.

You will drive sourcing strategies, partner with managers, oversee processes, and guide the TA team to deliver exceptional talent experiences while ensuring regulatory compliance.

Qualifications

• Bachelor's degree required in psychology, HR, management, or related field.
• Minimum 8 years of experience in Talent Acquisition including leadership roles.
• Strong knowledge of recruitment strategy, employer branding, and TA operations.
• Proven ability to partner with stakeholders and translate business needs into hiring strategies.
• Strong analytical, communication, leadership, and project management skills.
• Fluent in English, with TOEL Prediction min. 600.

Responsibilities

• Develop and implement talent acquisition strategies aligned with organisational priorities and workforce planning.
• Lead full-cycle recruitment: planning, sourcing, screening, interviewing, selection, offers, onboarding coordination.
• Partner with hiring managers to identify current and future staffing needs.
• Ensure recruitment activities comply with policies and employment regulations.
• Manage demand planning, prioritisation, and service delivery for business continuity.
• Lead and develop Talent Acquisition team members for high performance and service excellence.
• Strengthen employer branding to attract qualified talent and improve market positioning.
• Establish and maintain sourcing channels including portals, universities, networks, and partners.
• Review and enhance recruitment methodologies, interview guides, tools, and assessment approaches.
• Oversee ATS usage, data accuracy, and process visibility.
• Analyze recruitment metrics and trends and recommend improvements.
• Ensure background and reference checks and pre-employment requirements where applicable.
• Collaborate with HR and user departments for smooth onboarding transition.
• Build relationships with external vendors, universities, and recruitment partners.
• Conduct market research on talent trends and emerging tools for continuous improvement.
• Prepare periodic recruitment reports and dashboards for management.
• Review and improve TA SOPs, service standards, and governance.

Skills

Leadership

Stakeholder management

Recruitment strategy

Employer branding

Analytical skills

Communication

Project management

People management

Interviewing

Education

Bachelor's degree in Psychology, Human Resources, Management, or related fields

Tools

ATS

Job description

Talent Acquisition & Employer Branding Manager

Bachelor's Degree in Psychology, Human Resources, Management, or other related fields

Minimum 8 years of experience in Talent Acquisition, including leadership experience

Strong knowledge of recruitment strategy, employer branding, and talent acquisition operations

Proven ability to partner with stakeholders and translate business needs into effective hiring strategies

Strong analytical, communication, leadership, and project management skills

Fluent in English, both spoken and written (TOEL Prediction min. 600)

Scope of Work and Responsibilities :

Develop and implement talent acquisition strategies in line with organisational priorities, manpower planning, and workforce requirements.

Lead and oversee the full-cycle recruitment process, including requisition planning, sourcing, screening, interviewing, selection, offer management, and onboarding coordination.

Partner with hiring managers and related stakeholders to identify current and anticipated staffing needs.

Ensure all recruitment activities are conducted effectively, efficiently, and in compliance with internal policies, procedures, and applicable employment regulations.

Manage recruitment demand planning, prioritisation, and service delivery to support business continuity and organisational growth.

Lead, supervise, and develop Talent Acquisition team members to ensure high performance, capability improvement, and service excellence.

Develop and strengthen employer branding strategies to attract qualified talent and enhance the organisation’s positioning in the talent market.

Establish and maintain effective sourcing channels, including job portals, universities, communities, professional networks, and external recruitment partners.

Review and enhance recruitment methodologies, interview guides, selection tools, and assessment approaches to improve hiring quality and consistency.

Oversee the use and optimisation of the applicant tracking system (ATS) and other recruitment tools to ensure data accuracy, process visibility, and operational efficiency.

Analyse recruitment metrics and trends, including time-to-fill, source effectiveness, offer acceptance rate, candidate quality, and candidate experience, and recommend improvement actions accordingly.

Ensure proper execution of background checks, reference checks, and other pre-employment requirements where applicable.

Review and validate job offers in alignment with approved manpower requirements, internal equity considerations, and applicable compensation guidelines.

Collaborate with related HR functions and user departments to ensure smooth recruitment-to-onboarding transition for new hires.

Build and maintain effective relationships with external vendors, assessment providers, universities, and other recruitment partners.

Conduct market research and benchmarking on talent trends, recruitment practices, and emerging tools or technologies to support continuous improvement.

Prepare and present periodic recruitment reports, dashboards, and recommendations to management.

Review, develop, and improve Talent Acquisition SOPs, service standards, and governance practices on a regular basis.

Unlock job insights

Hirer responsiveness Salary match Number of applicants