Recruitment Manager

SM Retail; Pasay; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

SM Retail in metro Manila is seeking a Recruitment Manager to lead the end-to-end hiring process and align talent plans with business goals. You will partner with department heads, build talent pipelines, and manage a recruitment team across high-volume hiring.

The role emphasizes stakeholder management, data-driven decisions, and a strong candidate experience, with responsibilities spanning sourcing, interviewing, offers, onboarding, and continual process improvement.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.
• 5-7 years of experience in recruitment/talent acquisition with supervisory/managerial experience.
• Strong experience in end-to-end recruitment and high-volume hiring.
• Knowledge of recruitment metrics, sourcing strategies, and best practices.

Responsibilities

• Develop and implement recruitment strategies aligned with business needs.
• Oversee end-to-end recruitment lifecycle from sourcing to onboarding.
• Lead, coach, and develop the recruitment team to meet targets.
• Establish KPIs and monitor productivity metrics.
• Develop sourcing channels including job portals, referrals, and partnerships.
• Provide market insights and recommendations to hiring managers.

Skills

Stakeholder management

Sourcing strategies

Team leadership

End-to-end recruitment

Talent pipelining

Education

Bachelor's degree in HR or related field

Job description

The Recruitment Manager is responsible for developing and executing recruitment strategies that support the organization's workforce requirements. The role oversees the end-to-end recruitment process, ensures timely and quality hiring, leads the recruitment team, and partners closely with business leaders and hiring managers to address manpower needs.

Key Responsibilities

1. Recruitment Strategy & Workforce Planning

• Develop and implement recruitment strategies aligned with business and manpower requirements.
• Partner with department heads and hiring managers to understand workforce needs, hiring priorities, and talent requirements.
• Develop talent pipelines for critical, specialized, and high-volume positions.
• Monitor recruitment trends, market conditions, and talent availability to improve sourcing strategies.

2. End-to-End Recruitment Management

• Oversee the full recruitment lifecycle from sourcing, screening, interviewing, assessment, selection, job offer, and pre-employment requirements through onboarding.
• Ensure vacancies are filled within agreed timelines while maintaining quality of hire.
• Establish and monitor recruitment standards, processes, and service-level agreements.
• Ensure a positive and consistent candidate experience throughout the recruitment process.

3. Recruitment Team Leadership

• Lead, coach, and develop the recruitment team to achieve hiring targets and performance objectives.
• Establish recruiter KPIs and productivity metrics.
• Conduct regular performance reviews, coaching sessions, and capability-building activities.
• Allocate recruitment assignments based on business priorities and recruiter capacity.

4. Sourcing & Employer Branding

• Develop and optimize sourcing strategies using job portals, social media, employee referrals, job fairs, recruitment caravans, partnerships, and other talent channels.
• Build relationships with schools, government employment offices, professional organizations, and external recruitment partners.
• Support employer branding initiatives to strengthen the organization's talent attraction and reputation.
• Develop recruitment campaigns and activities for both regular and seasonal manpower requirements.
• Serve as a strategic recruitment partner to hiring managers and business leaders.
• Facilitate candidate calibration and ensure alignment on job requirements and selection criteria.
• Provide hiring managers with recruitment market insights and recommendations.
• Address recruitment challenges and elevate critical manpower concerns when necessary.

6. Recruitment Analytics & Reporting

• Monitor and analyze recruitment metrics such as:
• Time-to-fill
• Time-to-hire
• Quality of hire
• Cost-per-hire
• Offer acceptance rate
• Recruitment source effectiveness
• Vacancy aging
• Prepare regular recruitment reports and dashboards for management.
• Use recruitment data to identify process gaps and recommend improvements.

7. Process Improvement

• Continuously review and improve recruitment policies, systems, and processes.
• Identify opportunities to improve efficiency, reduce hiring costs, and strengthen quality of hire.
• Ensure recruitment processes are compliant with company policies and applicable labor regulations.
• Implement recruitment technologies and tools that improve efficiency and candidate experience.

8. Candidate Experience & Onboarding

• Ensure candidates receive timely communication and professional treatment throughout the recruitment process.
• Coordinate closely with HR Operations and hiring managers to ensure smooth pre-employment and onboarding activities.
• Monitor new-hire feedback and identify opportunities to improve the recruitment-to-onboarding experience.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• At least 5-7 years of experience in recruitment/talent acquisition, with experience in a supervisory or managerial capacity.
• Strong experience in end-to-end recruitment and high-volume hiring.
• Proven experience managing and developing recruitment teams.
• Strong stakeholder management and communication skills.
• Knowledge of recruitment metrics, sourcing strategies, and talent acquisition best practices.
• Working knowledge of Philippine labor laws and HR practices is an advantage.
• Strong analytical, organizational, and problem-solving skills.
• Ability to manage multiple priorities in a fast-paced environment.