Manager, Talent Acquisition

APM Corporate Services; Port Klang; On-site; MYR 100,000 - 150,000; Full time

Job summary

An established industry player is seeking a dynamic Talent Acquisition Manager to lead innovative recruitment strategies and enhance employer branding. This role is pivotal in attracting and retaining top talent through strategic planning, effective stakeholder management, and data-driven insights. The ideal candidate will leverage their expertise in talent acquisition and employer branding to create compelling narratives that resonate with diverse talent pools. Join a forward-thinking company committed to excellence in the automotive sector, where your contributions will directly impact the growth and success of the organization.

Qualifications

• Minimum 10 years experience in talent acquisition, with at least 3 years in a leadership role.
• Proven experience in employer branding and managing recruitment for technical roles.

Responsibilities

• Develop long-term talent acquisition strategies aligned with business objectives.
• Oversee the entire recruitment lifecycle and ensure effective delivery.
• Design and communicate a compelling Employer Value Proposition.

Skills

Strategic and Analytical Thinking

Creativity and Innovation

Relationship Management

Communication Skills

Diversity Advocacy

Project Management

Technology Savvy

Education

Bachelor’s Degree in Human Resources

Bachelor’s Degree in Business Administration

Bachelor’s Degree in Marketing

Tools

Applicant Tracking Systems (ATS)

Workday

Taleo

Greenhouse

Data Analytics Tools

Job description

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To support the strategic development and operational execution of talent acquisition and employer branding initiatives, ensuring the company attracts, hires, and retains top talent to meet its business objectives. This role will enhance the company’s reputation as an employer of choice by utilizing innovative branding techniques and ensuring alignment with the organization’s culture and values.

KEY RESPONSIBILITIES:

Talent Acquisition Strategy and Execution

1. Strategic Planning:

• Develop a long-term talent acquisition strategy aligned with business growth objectives, workforce planning, and market trends.
• Build and maintain a robust talent pipeline for critical roles, including technical and leadership positions, particularly in R&D and manufacturing functions.

End-to-End Recruitment Process:

• Oversee the entire recruitment lifecycle, from role profiling and sourcing to onboarding, ensuring timely and effective delivery.
• Partner with hiring managers to understand job requirements, define candidate profiles, and provide consultative guidance.
• Utilize advanced sourcing strategies, including headhunting, employee referrals, social media recruitment, and partnerships with industry-specific platforms and universities.
• Ensure access to diverse talent pools by fostering relationships with diversity networks and implementing inclusive recruitment practices.

Employer Branding

1. Employer Value Proposition (EVP):

• Design, articulate, and communicate a compelling EVP that differentiates the company in the talent market.
• Create authentic storytelling campaigns that highlight employee success stories, workplace culture, and growth opportunities.

Digital and Social Media Campaigns:

• Manage and enhance the company’s presence on platforms like LinkedIn, Glassdoor, and other job boards to attract potential candidates.
• Plan and execute targeted branding campaigns, such as virtual tours, career fairs, and webinars for prospective employees.

Collaboration with Marketing:

• Work closely with the marketing team to align recruitment branding materials with the company’s overall brand strategy.

Stakeholder and Vendor Management

1. Internal Collaboration:

• Partner with senior management and hiring managers to anticipate hiring needs and improve workforce planning.
• Ensure cross-functional alignment on talent acquisition and branding priorities across subsidiaries.
• Manage relationships with external recruitment agencies, job boards, and consultants to ensure high-quality service delivery.
• Evaluate and negotiate vendor contracts to optimize recruitment spending.

Data-Driven Recruitment

1. Metrics and Reporting:

• Track and analyze recruitment KPIs, such as time-to-fill, cost-per-hire, quality of hire, and diversity metrics.
• Leverage data analytics tools to provide actionable insights and improve the hiring process.
• Oversee the use of Applicant Tracking Systems (ATS) and recruitment technology tools to streamline hiring processes.
• Identify and implement emerging technologies, such as AI-driven sourcing tools, to enhance recruitment efficiency.

Team Leadership and Development

1. Team Management:

• Lead, mentor, and develop the talent acquisition team to foster a high-performance culture.
• Provide training to HR and hiring managers on interviewing techniques, competency-based assessments, and unconscious bias awareness.

KEY COMPETENCIES

• Strategic and Analytical Thinking: Ability to design long-term plans and use data to make evidence-based decisions.
• Creativity and Innovation: Capability to implement unique and effective employer branding campaigns.
• Relationship Management: Skilled at building trust and maintaining strong relationships with internal and external stakeholders.

JOB DESCRIPTION

• Communication Skills: Exceptional ability to convey messages clearly and persuasively to various audiences.
• Diversity Advocacy: Passionate about fostering inclusivity and representing diverse talent pools.
• Project Management: Ability to manage multiple projects, campaigns, and recruitment drives simultaneously.
• Technology Savvy: Proficient in leveraging ATS, social media platforms, and analytics tools for recruitment.

QUALIFICATIONS

• Bachelor’s Degree in Human Resources, Business Administration, Marketing, or a related field.
• Minimum 10 years of experience in talent acquisition, with at least 3 years in a leadership role.
• Proven experience in employer branding and managing recruitment for technical and specialized roles.
• Familiarity with the manufacturing or automotive industry is preferred.
• Expertise in using ATS platforms (e.g., Workday, Taleo, or Greenhouse) and recruitment marketing tools.
• Certifications in talent acquisition or digital marketing (e.g., LinkedIn Certified Professional Recruiter) are advantageous.

NOTE: All applications must be submitted through authorized portals, such as Jobstreet.com and APM's Career Page, or other platforms as notified from time to time only. We assume no responsibility for postings or applications appearing or made on platforms or portals other than the aforementioned.

How do your skills match this job?

Your application will include the following questions:

• Which of the following statements best describes your right to work in Malaysia?
• What's your expected monthly basic salary?
• Have you worked in a role where you were responsible for vendor management?
• Which of the following types of qualifications do you have?
• Which of the following data analytics tools are you experienced with?
• How many years' experience do you have as a Talent Acquisition Manager?
• How many years' experience do you have as a manager / team lead?
• How many years of recruitment experience do you have?

Manufacturing, Transport & Logistics 1,001-5,000 employees

APM Automotive Holdings Berhad is one of the largest automotive components manufacturing group in Malaysia. The history of APM is littered with numerous important 'firsts' for a Malaysian Automotive Parts Manufacturer.

APM is at the forefront of the industry and a clear leader in many areas including the design and manufacture of bus and van seats and leaf springs. At APM, our customers are our driving force. Over the years our accomplishments and successes can be seen by the numerous prestigious awards that we have received.

We recognize that our growth efforts must in no way compromise the need to protect our environment. We believe that through our commitment and action we can make a difference in achieving a clean manufacturing environment. All of our manufacturing units have been awarded the ISO14001 certification, an added testimony that we are serious about our commitment. In addition to taking care of our environment, APM is also committed to maintaining a high standard in occupational safety and health at the workplace.

Our human resource team is actively participating in providing training on a regular basis to our workforce. APM’s comprehensive annual safety and health programs include continuous medical surveillance and regularly conducted activities by both external and internal teams to improve the safety of the work area.