HR Specialist

Maseholdings; Taguig; Hybrid; PHP 600,000 - 1,000,000; Full time

Job summary

Maseholdings in the Philippines is seeking an HR Specialist – Talent Acquisition to manage end-to-end recruitment from requisition through onboarding, partnering with hiring managers to identify talent aligned with culture and business goals.

The role emphasizes HR analytics, recruitment metrics, and data-driven insights to improve efficiency, while sourcing candidates through portals, referrals, and networks. Onsite work is required with occasional travel.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, Management, or related field.
• Professional HR certifications are an advantage.

Responsibilities

• Manage end-to-end recruitment from requisition through onboarding.
• Partner with hiring managers to develop recruitment strategies.
• Monitor recruitment metrics and provide data-driven recommendations.
• Develop and maintain active talent pipelines across channels.
• Improve recruitment processes and candidate experience.

Skills

End-to-end recruitment

Talent sourcing

HR analytics

Interviewing

Google Workspace

Microsoft Office

Education

Bachelor's degree in Human Resources, Psychology, Business Administration, Management

Job description

I. JOB SUMMARY

The HR Specialist – Talent Acquisition is responsible for managing and executing the end-to-end recruitment process, from manpower requisition and sourcing to candidate selection, offer management, onboarding, and recruitment documentation.The role serves as a key partner to hiring managers in identifying and attracting qualified talent aligned with the organization's manpower requirements, culture, and business objectives.In addition to recruitment execution, the position is expected to utilize HR analytics and recruitment metrics to monitor hiring performance, identify trends and bottlenecks, improve recruitment efficiency, and provide data-driven recommendations to management.

II. KEY RESPONSIBILITIES

A. End-to-End RecruitmentManage the end-to-end recruitment process from approved manpower requisition through sourcing, screening, interviewing, assessment, selection, offer negotiation, pre-employment requirements, and onboarding. Partner closely with hiring managers to understand position requirements, develop appropriate recruitment strategies, identify qualified candidates, facilitate interviews and assessments, and ensure timely hiring of candidates who meet the organization's technical, behavioral, and cultural requirements.

B. Recruitment Planning & Stakeholder ManagementWork closely with department heads and hiring managers in identifying manpower requirements, recruitment priorities, hiring timelines, and critical vacancies. Provide recruitment updates and talent market insights, proactively follow up on pending hiring decisions, maintain an updated manpower and recruitment tracker, and ensure that recruitment activities are aligned with approved manpower plans, organizational priorities, and established recruitment service-level agreements.

C. Recruitment Analytics & MetricsMonitor, analyze, and report key Talent Acquisition metrics such as time-to-fill, time-to-hire, cost-per-hire, offer acceptance rate, source-of-hire, recruitment funnel conversion, candidate drop-off, new hire retention, quality of hire, vacancy rate, and recruitment SLA compliance. Prepare regular recruitment dashboards and management reports, identify trends and bottlenecks, evaluate the effectiveness of sourcing channels, and provide data-driven recommendations to improve recruitment efficiency, hiring quality, cost-effectiveness, and overall Talent Acquisition performance.

D. Talent Sourcing & Employer BrandingDevelop and maintain an active talent pipeline through various sourcing channels, including job portals, LinkedIn, social media, employee referrals, professional networks, recruitment agencies, schools, and other relevant talent communities. Create and improve job advertisements and recruitment campaigns, establish relationships with potential candidates and external talent partners, and support employer branding, career fairs, campus recruitment, and other initiatives designed to strengthen the organization's ability to attract and engage qualified talent.

E. Recruitment Process ImprovementContinuously review and improve recruitment policies, procedures, tools, and systems to enhance the efficiency, effectiveness, and candidate experience of the hiring process. Identify opportunities to streamline recruitment workflows, improve turnaround time, strengthen recruitment documentation and data integrity, and maximize the use of Applicant Tracking Systems, HRIS, recruitment platforms, and other digital tools. Recommend and implement process improvements based on recruitment data, stakeholder feedback, and emerging Talent Acquisition best practices.

III. QUALIFICATIONS

Education

• Bachelor's degree in Human Resources, Psychology, Business Administration, Management, or a related field.
• Professional HR certifications are an advantage.

Experience

• At least 4-5 years of relevant experience in Talent Acquisition, Recruitment, or HR Generalist roles with significant recruitment exposure.
• Demonstrated experience handling end-to-end recruitment, preferably across multiple functions and organizational levels.
• Experience in volume recruitment and/or recruitment for technical, engineering, construction, energy, corporate, or specialized positions is an advantage.

Technical Competencies

• Strong knowledge of end-to-end recruitment processes and best practices.
• Proficient in candidate sourcing and recruitment platforms.
• Strong interviewing and candidate assessment skills.
• Working knowledge of HR analytics, recruitment metrics, and data interpretation.
• Proficient in Google Workspace, Microsoft Office, etc.

• Strong report preparation and presentation skills.
• Willing to work onsite and do travel works as needed.