Deputy Manager, Talent Acquisition

JLG SERVICES SDN BHD; Malaysia; On-site; MYR 60,000 - 80,000; Full time

Job summary

JLG SERVICES SDN BHD is looking for a skilled recruitment professional to lead end-to-end talent acquisition efforts. Your role will include workforce planning, stakeholder management, and implementation of effective branding strategies to attract top talent.

You'll ensure compliance with local labor regulations, manage onboarding processes, and analyze recruitment metrics for continuous improvement. The ideal candidate will possess strong leadership skills and a keen eye for data-driven hiring practices.

Qualifications

• Proven experience in workforce planning and stakeholder engagement.
• Strong understanding of end-to-end recruitment processes.
• Experience with employer branding and talent marketing.

Responsibilities

• Define headcount plans and selection criteria with hiring managers.
• Manage requisition workflow from job postings to candidate offer.
• Implement employer branding campaigns and measure effectiveness.
• Oversee new hire onboarding and orientation processes.
• Ensure compliance with employment laws and internal policies.
• Coordinate talent exit processes and conduct exit interviews.
• Analyze recruitment data for reporting and compliance.
• Lead and mentor team members in recruitment activities.

Skills

Workforce Planning

Stakeholder Management

End-to-End Recruitment

Employer Branding

Data Analytics

Team Leadership

Job description

Job Responsibilities

1. Workforce Planning & Stakeholder Management: Partner with hiring managers to define headcount plans, job requirements, interview panels, and selection criteria. Run structured intake/briefing sessions and set clear hiring SLAs, timelines, and expectations. Advise stakeholders on market availability, compensation benchmarks, and hiring risks.
2. End-to-End Recruitment (Blue/White Collar & Corporate): Own requisition management, job postings, talent mapping, and sourcing across channels (job boards, LinkedIn, referrals, agencies, campus). Screen, assess, and shortlist candidates using structured interviews and relevant assessments. Coordinate interviews, feedback loops, decision forums, and offers; manage negotiations and closures. Build and maintain diverse pipelines for critical/recurring roles; maintain ATS hygiene and data integrity.
3. Employer Branding & Talent Marketing: Partner with Marketing/Comms to execute employer branding campaigns (social media, events, campus, career fairs). Develop compelling job ads and candidate-facing content aligned with the EVP. Track channel effectiveness and ROI.
4. Onboarding & Pre-boarding: Oversee pre-boarding (document verification, background checks where applicable, medical screenings, tech/access set-up). Coordinate Day 1 orientation and structured onboarding plans with HR Ops/IT/Facilities. Measure new hire experience and 30/60/90-day ramp-up; close gaps with stakeholders.
5. Contract Management & Renewals: Manage issuance of offer letters, contracts, amendments, and renewals for fixed-term staff/contractors. Track contract expiry dates proactively; engage managers early on extension/renewal decisions. Ensure compliance with Malaysian Employment Act, PDPA, and internal governance.
6. Offboarding (Talent Exit): Coordinate resignations, end-of-contract, and terminations with HR Ops/Payroll/IT/Line. Ensure timely clearance (asset return, systems deprovisioning, payroll/final pay inputs). Conduct/coordinate exit interviews; analyze trends and recommend retention actions.
7. TA Analytics, Reporting & Compliance: Maintain accurate ATS data; produce weekly/monthly dashboards (TAT, source mix, funnel ratios, offer-acceptance, DEI metrics, quality-of-hire, early attrition). Drive continuous improvement via root-cause analysis of bottlenecks and SLA breaches. Ensure compliance with internal policies, PDPA (data privacy), and applicable Malaysian labor regulations.
8. Team Leadership & Capability Building: Coach and develop TA team members on sourcing, assessments, stakeholder engagement, and data-driven hiring. Lead cross-functional projects (e.g., ATS enhancements, interview training, referral programs).