Recruitment Specialist, APAC

Azelis; Shah Alam; On-site; MYR 150,000 - 240,000; Full time

Job summary

Azelis Malaysia invites an experienced Talent Acquisition Lead to orchestrate end-to-end APAC recruitment for senior leadership and key business roles. You will partner with regional leaders, craft proactive sourcing pipelines, and drive evidence-based decision-making to secure top talent for a high-growth chemicals distribution network.

You will mentor the Sourcing Specialist, champion skills-based hiring, and ensure a premier candidate experience across the recruitment lifecycle while aligning

Qualifications

• Education in HR, Business, or Supply Chain with strong recruitment focus.
• 7–10 years APAC recruitment experience, senior leadership hiring
• Competency-based interviewing aligned with Skills Frameworks; data-driven recruitment metrics.
• Fluent English; Malay is a plus; able to work across APAC regions.

Responsibilities

• Lead end-to-end recruitment for senior leadership, commercial, supply-chain, Finance and IT roles across APAC; identify, attract, assess, and secure top talent.
• Build proactive talent pipelines for critical roles via networking, market mapping, and targeted sourcing.
• Provide talent market insights to inform hiring strategies and business decisions; support succession planning.
• Champion DEI principles and skills-based hiring; reduce external agency reliance where possible.
• Manage relationships with recruitment agencies and internal stakeholders; mentor one Sourcing Specialist.

Skills

Leadership

Stakeholder Management

Communication & Storytelling

Decision Making

Developing Talent

Sourcing & Engagement

Domain Expertise APAC

Digital & Data Enablement

Education

Bachelor's degree in HR, Business, Supply Chain, or related field

Tools

Workday

Job description

Jora Malaysia will close on 9th September 2026. Thank you for being with us, we are cheering you on as you continue your career journey.

• Lead end-to-end recruitment for senior leadership, commercial, supply-chain, Finance and IT roles across APAC - identifying, attracting, assessing, and securing high-quality talent for the region’s most critical and hard-to-fill positions.
• Build proactive talent pipelines for critical and hard-to-fill roles through networking, market mapping, and targeted sourcing.
• Generate talent intelligence and market insights - talent availability, market mapping, and competitor benchmarking - to inform hiring strategies and support business decision-making.
• Support succession planning and future workforce needs by proactively identifying, engaging, and building relationships with talent ahead of confirmed vacancies.
• Champion skills-based hiring, assessing candidates against the Skills Framework and role-specific competencies rather than relying solely on job titles or tenure.
• Act as a trusted advisor to regional leaders and hiring managers on recruitment strategy, market conditions, and hiring decisions.
• Reduce reliance on external agencies by strengthening internal recruitment capability.
• Localise and activate the employee value proposition across APAC; embed DEI principles in sourcing and selection.
• Ensure high-quality and consistent candidate experience throughout the recruitment lifecycle while maintaining robust assessment and selection standards.
• Drive data-informed decision-making through recruitment dashboards, talent market insights, and key hiring metrics, ensuring data accuracy, governance, and compliance within Workday.
• Digital fluency and AI enablement - use AI and digital tools (e.g. Workday, sourcing and screening technology) to strengthen recruitment efficiency, decision-making, and candidate engagement.
• Manage relationships with approved recruitment agencies, sourcing partners, and talent vendors, monitoring performance against agreed service levels, quality standards, diversity expectations, and cost targets - as one input into a blended internal/external sourcing model.
• Lead, coach, and develop one Sourcing Specialist.

Provide leadership, coaching, and performance management to the Sourcing Specialist, ensuring high-quality delivery of sourcing activities, talent pipeline development, and market intelligence. Drive capability building, continuous improvement, workload prioritization, and alignment with agreed Talent Acquisition standards, while fostering a collaborative, accountable, and high-performing team culture.

Skills

Key accountabilities

• Lead end-to-end recruitment for senior leadership, commercial, supply-chain, Finance and IT roles across APAC - identifying, attracting, assessing, and securing high-quality talent for the region’s most critical and hard-to-fill positions.
• Build proactive talent pipelines for critical and hard-to-fill roles through networking, market mapping, and targeted sourcing.
• Generate talent intelligence and market insights - talent availability, market mapping, and competitor benchmarking - to inform hiring strategies and support business decision-making.
• Support succession planning and future workforce needs by proactively identifying, engaging, and building relationships with talent ahead of confirmed vacancies.
• Champion skills-based hiring, assessing candidates against the Skills Framework and role-specific competencies rather than relying solely on job titles or tenure.
• Act as a trusted advisor to regional leaders and hiring managers on recruitment strategy, market conditions, and hiring decisions.
• Reduce reliance on external agencies by strengthening internal recruitment capability.
• Localise and activate the employee value proposition across APAC; embed DEI principles in sourcing and selection.
• Ensure high-quality and consistent candidate experience throughout the recruitment lifecycle while maintaining robust assessment and selection standards.
• Drive data-informed decision-making through recruitment dashboards, talent market insights, and key hiring metrics, ensuring data accuracy, governance, and compliance within Workday.
• Digital fluency and AI enablement - use AI and digital tools (e.g. Workday, sourcing and screening technology) to strengthen recruitment efficiency, decision-making, and candidate engagement.
• Manage relationships with approved recruitment agencies, sourcing partners, and talent vendors, monitoring performance against agreed service levels, quality standards, diversity expectations, and cost targets - as one input into a blended internal/external sourcing model.
• Lead, coach, and develop one Sourcing Specialist.

People management responsibilities

Provide leadership, coaching, and performance management to the Sourcing Specialist, ensuring high-quality delivery of sourcing activities, talent pipeline development, and market intelligence. Drive capability building, continuous improvement, workload prioritization, and alignment with agreed Talent Acquisition standards, while fostering a collaborative, accountable, and high-performing team culture.

Skills

Leadership & core skills

• Stakeholder Management (Advanced) - Acts as a trusted advisor to regional leaders and hiring managers; builds and maintains strategic partnerships across the business.
• Communication & Storytelling (Proficient) - Communicates with clarity and conviction; adapts style for different audiences; uses storytelling to bring the employer brand and EVP to life for candidates and stakeholders.
• Decision Making (Proficient) - Makes timely, informed decisions to balance speed and quality.
• Developing Talent (Proficient) - Coaches and develops team members; builds future capability.

Technical skills

• Sourcing & Engagement (Advanced) - Builds proactive talent pipelines through networking, market mapping and targeted sourcing; engages candidates effectively throughout the process.
• Domain Expertise (Proficient) - Deep understanding of APAC talent markets, industry dynamics, and role profiles across commercial, supply chain, Finance and IT.
• Commercial Acumen (Proficient) - Uses structured, data-driven thinking to influence hiring decisions and demonstrate recruitment effectiveness and ROI.
• Employee Value Proposition (EVP) (Proficient) - Localises and activates the EVP across APAC to strengthen candidate attraction and engagement.
• Digital & Data Enablement (Proficient) - Uses digital tools, AI-enabled recruitment technologies and Workday to improve recruitment outcomes and ensure data quality.

Key requirements

• Education - Bachelor's degree in HR, Business, Supply Chain, or related field.
• Experience - 7-10 years of APAC recruitment experience, ideally in specialty chemicals or distribution, including experience hiring senior leaders, commercial managers, and supply-chain profiles.
• Recruitment approach - Competency-based interviewing aligned with Skills Frameworks; demonstrated ability to shift recruitment from agency-driven to internal sourcing; strong analytical capability using recruitment metrics; stakeholder management experience in matrix environments.
• Global scope readiness - Able to lead selected recruitment for global leadership profiles, consistent with the occasional Group-level scope noted above.
• Digital & Systems Capability - Proficiency with HR systems such as Workday.
• Language skills - Fluent English and Malay required; proficiency in additional Asian languages is advantageous, reflecting the region's stakeholder and candidate base.