Senior Talent Acquisition Partner – Engineering (Singapore)

Dyson Inc.; Singapore; On-site; SGD 90,000 - 120,000; Full time

Job summary

Dyson's Talent Acquisition team in Singapore is seeking a Senior Talent Acquisition Partner to recruit Singapore's top engineers and support Dyson's ambitions.

You will lead end-to-end recruitment across Dyson's RDD organisation, partner with senior leaders, hiring managers and HRBPs to build proactive talent strategies, and ensure a high-quality candidate experience.

This role requires a proactive, data-driven recruiter who can influence stakeholders and adapt to a dynamic pace.

Qualifications

• Extensive end to end recruitment experience within engineering.
• Ability to leverage a pre-existing network of candidates and convert targets to candidates.
• Demonstrable stakeholder management to drive changes in ways of working and promoting a strategic approach.

Responsibilities

• Own and lead end-to-end recruitment delivery across critical and specialist RDD hiring areas, ensuring an outstanding candidate and hiring manager experience throughout the recruitment lifecycle.
• Partner with senior business leaders, Heads of Function, and HR Business Partners to develop workforce plans and talent acquisition strategies aligned to current and future business needs.
• Challenge and influence stakeholders to drive best-in-class hiring practices, ensuring robust assessment processes and high-quality hiring decisions.
• Ensure recruitment activities operate within relevant employment legislation, governance standards, and Dyson policies.
• Drive cost-effective recruitment solutions while maintaining a strong focus on quality, speed, and long-term talent outcomes.

Skills

Engineering recruitment

Job description

Dyson's Talent Acquisition team in Singapore is seeking a Senior Talent Acquisition Partner to recruit Singapore's top engineers and support Dyson's ambitions.

You will lead end-to-end recruitment across Dyson's RDD organisation, partner with senior leaders, hiring managers and HRBPs to build proactive talent strategies, and ensure a high-quality candidate experience.

This role requires a proactive, data-driven recruiter who can influence stakeholders and adapt to a dynamic pace.