Talent Acquisition Supervisor

Agripacific Corporation; Tanza; On-site; PHP 700,000 - 900,000; Full time

Job summary

Agripacific Corporation is seeking a Talent Acquisition Supervisor to lead end-to-end recruitment, build robust pipelines, and partner with managers to align hiring with business goals. You will coach the TA team, leverage data to improve metrics, and strengthen employer branding while ensuring compliant practices.

This role emphasizes strategic thinking, stakeholder influence, and continuous improvement in a high-volume environment across the Philippines.

Qualifications

• Bachelor’s degree or equivalent in a related field.
• Minimum 5 years in Talent Acquisition/Recruitment, with supervisory or team-lead experience.
• Proven end-to-end recruitment experience across volume and specialized hiring.
• Experience using recruitment metrics and data to drive decisions and improvements.
• Knowledge of employer branding, recruitment marketing, and digital sourcing strategies.
• Working knowledge of Philippine labor and employment practices.

Responsibilities

• Lead Talent Acquisition strategies and workforce hiring plans for critical, specialized, and high-volume positions.
• Partner with hiring managers and HR Business Partners to translate business needs into recruitment strategies.
• Lead end-to-end recruitment and ensure vacancies are filled within agreed timelines.
• Build proactive talent pipelines through direct sourcing, talent mapping, referrals, and digital platforms.
• Strengthen Employer Value Proposition and Employer Brand through recruitment marketing and talent attraction initiatives.
• Use recruitment data and analytics to monitor time-to-fill, fill rate, cost-per-hire, source effectiveness, and offer acceptance.
• Identify opportunities to improve recruitment processes through technology, automation, standardization, and continuous improvement.
• Lead, coach, and develop Talent Acquisition team members toward high performance.
• Build strategic partnerships with universities, professional organizations, recruitment communities, and external talent sources.
• Provide hiring managers and business leaders with market insights and recommendations on talent availability and recruitment challenges.
• Ensure recruitment practices are compliant with company policies and applicable employment regulations.

Skills

Leadership

Communication

People management

Data-driven decisions

Stakeholder management

Sourcing strategies

Education

Bachelor’s degree in Psychology, HRM, Business Administration

Tools

HRIS

ATS

Recruitment platforms

Digital recruitment tools

Job description

Are you a Talent Acquisition professional who wants to go beyond filling vacancies and help shape how an organization attracts, engages, and hires great talent?

We’re looking for a Talent Acquisition Supervisor who can combine recruitment expertise, strategic thinking, data, and people leadership to build a stronger and more future‑ready talent acquisition function

ABOUT THE ROLE

As a Talent Acquisition Supervisor, you will lead and execute talent acquisition strategies aligned with business and workforce requirements. You’ll partner closely with hiring managers and HR stakeholders, lead recruitment initiatives, strengthen talent pipelines, and continuously improve how we attract and select talent.

This is an opportunity to make a meaningful impact—not just on who we hire, but on how we hire.

WHAT YOU’LL DO

• Lead Talent Acquisition strategies and workforce hiring plans for critical, specialized, and high‑volume positions
• Partner with hiring managers and HR Business Partners to understand business needs and translate them into effective recruitment strategies
• Lead end-to-end recruitment and ensure vacancies are filled with the right talent within agreed timelines
• Build proactive talent pipelines through direct sourcing, talent mapping, referrals, digital platforms, professional networks, and industry connections
• Strengthen our Employer Value Proposition and Employer Brand through recruitment marketing and talent attraction initiatives
• Use recruitment data and analytics to monitor time-to-fill, fill rate, cost-per‑hire, source effectiveness, offer acceptance, and other TA metrics
• Identify opportunities to improve recruitment processes through technology, automation, standardization, and continuous improvement
• Lead, coach, and develop Talent Acquisition team members toward high performance
• Build strategic partnerships with universities, professional organizations, recruitment communities, and external talent sources
• Provide hiring managers and business leaders with market insights and recommendations on talent availability and recruitment challenges
• Ensure recruitment practices are compliant with company policies and applicable employment regulations

WHAT WE’RE LOOKING FOR

• Bachelor’s degree in Psychology, Human Resource Management, Business Administration, or a related field
• At least 5 years of Talent Acquisition/Recruitment experience, preferably with supervisory or team‑lead experience
• Strong experience in end-to-end recruitment across volume and specialized hiring
• Proven expertise in sourcing, talent mapping, and building talent pipelines
• Strong stakeholder management and influencing skills
• Experience using recruitment metrics and data to drive decisions and improvements
• Knowledge of employer branding, recruitment marketing, and digital sourcing strategies
• Working knowledge of Philippine labor and employment practices
• Experience with HRIS, ATS, recruitment platforms, and digital recruitment tools
• Strong leadership, communication, organization, and problem‑solving skills

WHAT WILL MAKE YOU STAND OUT?

We’d love to meet someone who:

Thinks strategically. You see recruitment as a business function—not just a support activity.

Builds relationships. You know how to earn the trust of candidates, hiring managers, and stakeholders.

Uses data. You don’t just report recruitment numbers—you turn them into insights and actions.

Embraces innovation. You’re curious about new sourcing channels, recruitment technology, AI, automation, and better ways of working.

Develops people. You know that a strong TA function starts with a strong TA team.