Senior Manager Talent Acquisition

the talent lever; Singapore; On-site; SGD 120,000 - 170,000; Full time

Job summary

the talent lever is recruiting for a strategic TA leader to transform healthcare recruitment in Singapore. You will own end-to-end talent acquisition across clinical and corporate hiring, shaping strategy, pipelines, and metrics.

You’ll build employer brand, run structured hiring, deploy AI screening thoughtfully, and partner HR on workforce planning. The role suits a recruiter who treats talent scarcity as a system to be solved.

Qualifications

• 6–10 years in talent acquisition.
• Experience recruiting in shortage markets — healthcare ideal, but any structurally tight talent pool respected.
• Fluency with modern TA stacks (ATS, sourcing tools, AI screening) and clear views on their limits.
• Employer branding campaigns you've built, with pipeline numbers to show for it.
• Command of Singapore hiring practice — MOM frameworks, fair consideration, healthcare licensing awareness a plus.
• A growth mindset with new technology — you learn the tools before you're told to, and you're honest about what you don't know yet.
• The ability to give feedback that lands and receive it without armour.
• Stakeholder management across functions — you keep the right people close, informed, and on side.
• Communication skills that hold up with senior leaders — clear, concise, and credible in the rooms where decisions get made.

Responsibilities

• Own end-to-end talent acquisition across clinical and corporate hiring — strategy, pipeline, and the numbers.
• Build sustainable talent pipelines for the roles that never stop being hard: nursing, allied health, specialist clinical.
• Lead employer branding so the group competes on story and culture, not just salary bands.
• Run structured, humane hiring — interview capability in managers, candidate experience that protects the brand.
• Deploy TA technology and AI screening tools thoughtfully — automation where it helps, judgment where it matters.
• Partner HR leadership on workforce planning: what to hire, what to build, what to borrow.

Skills

Strategic TA leadership

Talent pipeline development

Employer branding

AI screening tools

Stakeholder management

Singapore hiring practices

Experience in shortage markets

Feedback and communication

Growth mindset with technology

Job description

We're representing a private healthcare group expanding across Singapore — new facilities, growing clinical and corporate teams, and a talent shortage that isn't cyclical, it's structural. They've been hiring reactively for two years; now they want the person who turns recruitment from a scramble into a system. This is for the TA professional who's watched AI eat the screening work and knows exactly what's left: the strategic, human, relationship-driven craft that machines can't do — and that finally deserves a seat, not a requisition queue.

What You'd Own

• Own end-to-end talent acquisition across clinical and corporate hiring — strategy, pipeline, and the numbers
• Build sustainable talent pipelines for the roles that never stop being hard: nursing, allied health, specialist clinical
• Lead employer branding so the group competes on story and culture, not just salary bands
• Run structured, humane hiring — interview capability in managers, candidate experience that protects the brand
• Deploy TA technology and AI screening tools thoughtfully — automation where it helps, judgment where it matters
• Partner HR leadership on workforce planning: what to hire, what to build, what to borrow

What You'll Bring

• 6–10 years in talent acquisition
• Experience recruiting in shortage markets — healthcare ideal, but any structurally tight talent pool respected
• Fluency with modern TA stacks (ATS, sourcing tools, AI screening) and clear views on their limits
• Employer branding chops: campaigns you've built, with the pipeline numbers to show for it
• Command of Singapore hiring practice — MOM frameworks, fair consideration, healthcare licensing awareness a plus
• A growth mindset with new technology — you learn the tools before you're told to, and you're honest about what you don't know yet
• The ability to give feedback that lands and receive it without armour
• Stakeholder management across functions — you keep the right people close, informed, and on side
• Communication skills that hold up with senior leaders — clear, concise, and credible in the rooms where decisions get made

You'll Thrive Here If

• You believe the future of TA is strategic advisory, and you're ready to prove what that looks like
• You'd rather solve the talent shortage than complain about it
• You want your work measured in filled critical roles and retained hires, not requisitions closed

Data Privacy & Consent

The Talent Lever collects, uses, and discloses the personal data you submit with your application in accordance with Singapore's Personal Data Protection Act 2012 (PDPA). Your data will be used to assess your suitability for this role and for related recruitment purposes, will be shared with our client only with your prior knowledge, and will be retained for up to 24 months unless you request earlier deletion. You may withdraw consent, or request access to or correction of your personal data at any time.