Talent Acquisition Senior Specialist

YAMAZAKI MAZAK SINGAPORE PTE LTD; Singapore; On-site; SGD 70,000 - 95,000; Full time

Job summary

A leading company in Singapore seeks a proactive Talent Acquisition Senior Specialist to lead recruitment efforts across its production and corporate functions. This high-impact role demands expertise in stakeholder collaboration, data-informed hiring practices, and process improvement to ensure alignment with the company’s growth needs.

Qualifications

• Experience in full-cycle recruitment and employer branding.
• Strong ability to analyze talent acquisition metrics.
• Capable of collaborating with various stakeholders.

Responsibilities

• Manage end-to-end hiring for production and corporate roles.
• Develop partnerships with educational institutions for campus hiring.
• Track TA metrics and provide insights for recruitment improvement.

Skills

Talent Acquisition

Stakeholder Collaboration

Data Analysis

Process Improvement

Education

Bachelor’s Degree in Human Resources or relevant field

Tools

Workday

Excel

Job description

We are looking for a proactive and execution-focused Talent Acquisition Senior Specialist to lead recruitment across our production and non-production functions. Based in Singapore, this role plays a key part in ensuring our workforce scales effectively with business needs—supporting hiring across operations, engineer, supply chain, corporate functions, and more.

You’ll own end-to-end hiring, collaborate with business stakeholders, drive early talent engagement through campus partnerships, and contribute to data-informed process improvements. This is a high-impact, hands-on role suited for someone who thrives in fast-paced, high-growth environments and enjoys balancing execution with operational refinement.

Key Responsibilities

1. Full-Cycle Recruitment for All Functions

• Manage end-to-end hiring across shopfloor (e.g. technicians, operators, engineers) and corporate teams (e.g. supply chain, R&D, HR, finance).
• Partner with hiring managers to scope roles, define competencies, and develop interview plans.
• Draft and post job ads on appropriate Singapore platforms.
• Proactively source and pipeline talent via LinkedIn, job portals, networks, and referrals.
• Conduct CV screening, pre-screen interviews, and coordinate interviews.
• Support offer preparation, approvals, negotiations, and pre-onboarding touchpoints.

2. Campus Hiring & Early Talent Engagement

• Develop and manage partnerships with local ITEs and polytechnics to support campus hiring and internship pipelines for production and technical roles.
• Represent the company at career fairs, industry sharing sessions, and student networking events.
• Coordinate internship programmes, including internship conversion tracking and post-internship reviews with hiring managers.
• Work closely with the L&D to align onboarding and development for early-career hires.

3. Stakeholder Collaboration & Employer Branding

• · Act as a trusted advisor to hiring managers on market insights, recruitment best practices, and local talent trends.
• · Partner with People Operations on headcount tracking, contract generation, and onboarding alignment.
• · Collaborate with the L&D and HRBP teams on talent reviews and workforce planning.
• · Support basic employer branding efforts (e.g., job ad consistency, LinkedIn content, career fairs, partnerships with educational institutions).

4. Talent Acquisition Analytics

• Track and report key TA metrics including:
• Time-to-hire
• Source of hire
• Interview-to-offer ratios
• Early attrition / “bad hire” indicators
• Hiring funnel drop-offs
• Identify patterns and root causes of hiring delays or quality mismatches.
• Provide insights and recommendations to improve hiring efficiency, decision-making, and candidate experience.
• Use Workday reporting features and Excel to create dashboards and track progress over time.

5. Process Improvement & ATS Utilization

• Partner with Learning & Talent Development to build scalable recruitment processes and playbooks.
• Maintain structured and compliant hiring workflows within Workday.
• Support hiring manager capability building (e.g., interview training, calibration).
• Share templates, guides, and best practices to drive hiring consistency.