Senior Human Resource Executive (Talent Acquisition)

Recruitment & Onboarding:

1. Collaborate closely with department heads to understand the skills and competencies required for openings to meet the organizational recruitment demands and needs.

2. Proactively assess and propose talent sourcing methods, posting adverts, or any other relevant channels.

3. Select and pre-screen CVs from various sources and submit shortlisted candidates to Hiring Managers after screening candidates through phone, virtual, or face-to-face interviews (if necessary) on a weekly basis.

4. Collaborate with the Marketing Department for the creation of all recruitment materials, e.g., recruitment posters, banners, brochures, roadshow standees, video adverts, etc.

5. Manage and administer social media and recruitment platforms for publicity and campaigns.

6. Attend and source hiring seminars, talks, campaigns, and career fair opportunities to create brand awareness and collaborations.

7. Update recruitment reports for all screening, interview, and hiring outcomes for recruitment strategies assessment, including recruitment cost reports.

8. Assist in developing and implementing HR strategies, requirements, and initiatives of the organization aligned with the overall business strategy, in terms of recruitment retention and succession planning.

9. Conduct onboarding and orientation for new hires.

10. Collaborate with relevant departments on employee orientation and job induction programs.

11. Update job descriptions regularly to ensure relevancy and reflect actual job requirements and duties.

Assist in:

1. Assisting in the full spectrum of HR, HR projects, initiatives, or events as required, which include but are not limited to Compensation & Benefits, Performance Management implementation, Annual Team Building, Staff Dinner, and system migrations and implementations.

2. Guiding and training junior department staff.

3. Supporting and assisting in various ongoing staff engagement programs through effective communication and activities.

4. Assisting in identifying gaps in the organization’s HR processes and systems and proposing methods or procedures to improve them.

5. Supporting current and future business needs through the development, engagement, motivation, and preservation of human capital.