Talent Acquisition - Assistant Manager (Mandarin Speaker)

Haier Electrical Appliances (M) Sdn Bhd; Puchong; On-site; MYR 100,000 - 150,000; Full time

Job summary

A leading home appliance manufacturer in Malaysia seeks a Mandarin-speaking Talent Acquisition Assistant Manager to enhance their recruitment strategies and expand their teams. You will design talent acquisition strategies, partner with management, oversee candidate screening, and promote the employer brand. Candidates should have at least 5 years of talent acquisition experience, with 2 years in a managerial role, and be fluent in English, Bahasa Malaysia, and Mandarin. This role offers the opportunity to be part of an innovative and dynamic environment.

Qualifications

• Minimum 5 years experience in talent acquisition, with at least 2 years in a managerial role.
• Required languages: English, Bahasa Malaysia, and Mandarin for liaising with HQ.

Responsibilities

• Design and implement talent acquisition strategies aligned with business objectives.
• Partner with management to identify staffing needs and establish selection criteria.
• Leverage multiple channels to attract high-quality candidates.
• Oversee resume reviews, interviews, and coordinate skill assessments.
• Promote the employer brand through recruitment events and initiatives.
• Negotiate offers and oversee onboarding programs.
• Build and maintain a database of potential candidates.
• Use HR analytics to track recruitment metrics and improve processes.

Skills

Mandarin speaking

Excellent communication

Stakeholder management

Negotiation skills

Data-driven mindset

Education

Bachelor’s degree in Human Resources or Business Administration

Job description

Talent Acquisition - Assistant Manager (Mandarin Speaker)

Transform Talent Acquisition at a Global Leader

We're seeking a dynamic Mandarin-speaking Talent Acquisition Assistant Manager to build our next generation of innovative teams and fuel our team expansion.

Job Description

Strategic Planning – Design and implement sustainable talent acquisition strategies aligned with business objectives, focusing on core recruitment and leadership roles.

Collaboration – Partner with senior management and cross‑functional teams to identify staffing needs, define job specifications, and establish selection criteria.

Sourcing & Attraction – Leverage multiple channels including online job boards, professional networks, employee referrals and social media to attract high‑quality candidates.

Screening & Interviewing – Oversee the review of resumes, conduct interviews and coordinate skill assessments to identify top talent.

Employer Branding – Promote the company’s employer brand through recruitment events, partnerships and initiatives to enhance visibility and reputation in the talent market.

Offer & Onboarding – Negotiate offers, finalize hires, and oversee onboarding programs to ensure smooth integration, including buddy programs and cultural alignment initiatives.

Talent Pipeline Management – Build and maintain a proactive database of potential candidates to meet future hiring needs.

Analytics & Reporting – Use HR analytics to track key recruitment metrics, assess effectiveness, identify process improvements and make data‑driven decisions.

Job Requirements

Bachelor’s degree in Human Resources, Business Administration or related field.

Minimum 5 years’ experience in talent acquisition with at least 2 years in a managerial/team lead role.

Language required: English, Bahasa Malaysia and Mandarin due to work nature and liaison with HQ personnel on a daily basis.

Excellent communication, stakeholder management, and negotiation skills.

Data‑driven mindset with experience using recruitment analytics to drive improvement.

About Haier Group

The China‑based Haier Group, the world’s largest home appliance manufacturer, has been pioneering a radical management approach over the past decade. “Rendanheyi”, as the model is called, has sparked intense interest in corporate circles, especially since Haier took over GE Appliances in 2016 and reversed its decade‑long slump. The successful application of Rendanheyi in a Western company has demonstrated that it can work across cultures and ecosystems.

The word “Rendanheyi” captures the crux of the approach: “Ren” refers to each employee, “Dan” refers to the needs of each user, and “Heyi” refers to the connection between each employee and the needs of each user. The idea is to shrink the distance between employees and users, creating win‑win scenarios through co‑creation and collaboration.

Haier consists of more than 4,000 microenterprises, which act as separate and self‑organised entities. Each micro‑business resembles a start‑up: employees have ownership and are empowered to make their own decisions. With a “zero distance” policy and a customer‑paid salary, employees are accountable directly to users.

With the Rendanheyi model we move away from being like an empire (with a traditional, closed pyramid) to being more like a rain forest (with an open networked platform). Every empire will eventually collapse. A rain forest, on the other hand, can be sustained.