Talent Acquisition Specialist (Retail & Dining)

Objective

The Talent Acquisition Specialist plays a critical role in ensuring that the organization attracts, hires, and retains top talents. The primary objective is to develop and implement effective recruitment strategies to meet the organization’s staffing and manpower needs while enhancing the employer branding and ensuring compliance with MOM labor regulations.

In the Retail & Dining sector, where hiring involves high-volume recruitment and frontline positions, the objective expands to ensuring a strong pool of talent pipeline while maintaining a positive candidate experience and optimizing workforce stability.

Key Responsibilities

End-to-End Recruitment

1. Manage full-cycle recruitment, including sourcing, screening, interviewing, and hiring for retail frontline and dining service.
2. Develop and maintain a strong talent pipeline through proactive sourcing strategies, including job portals, social media, referrals, and networking.
3. Work closely with hiring managers to understand the manpower needs and deliver timely hiring solutions.

Employer Branding & Talent Attraction

1. Develop and execute employer branding initiatives to enhance talent attraction in the competitive retail & food service landscape.
2. Organize and participate in career fairs, recruitment drives, and social media hiring campaigns.
3. Craft engaging job advertisements that reflect our company’s culture and values.

Recruitment Operations & Compliance

1. Ensure all hiring processes comply with MOM regulations and company policies.
2. Handle all work pass matters from application, renewal, to cancellation.
3. Manage job postings on internal and external recruitment platforms.
4. Maintain accurate recruitment data and reporting to track hiring efficiency and workforce planning.

Stakeholder & Vendor Management

1. Collaborate with hiring managers to understand hiring priorities and provide market insights.
2. Manage external recruitment agencies, job boards, and other talent acquisition partners.

Onboarding & Retention Support

1. Oversee smooth onboarding experiences (30-60-90 onboarding) for new hires to enhance retention.
2. Facilitate the offboarding process and conduct exit interviews.

Qualifications & Experience

1. 3-5 years of experience in end-to-end recruitment for retail and/or dining sectors.
2. Familiarity with MOM employment laws and best hiring practices in Singapore.
3. Bachelor's degree or equivalent in Human Resources, Business, or related field.
4. Certificate of Employment Intermediaries (CEI) certification is a plus.
5. Strong sourcing skills with experience using MyCareersFuture, JobStreet, FastJobs, and other hiring platforms.
6. Good EQ, professional, and excellent communication and stakeholder management skills.
7. Ability to work in a fast-paced environment and handle high-volume hiring.
8. Passion for people and creating a great candidate experience.

Personal Attributes

1. Strong Communication Skills – Ability to clearly articulate job opportunities, engage candidates, and collaborate with stakeholders.
2. Interpersonal & Relationship-Building Skills – Establishes trust with candidates, hiring managers, and external partners.
3. Proactive & Resourceful – Takes initiative in sourcing, networking, and problem-solving to find the best talent.
4. Resilient & Adaptable – Thrives in a fast-paced environment, handles rejections, and adjusts strategies based on hiring needs.
5. Detail Oriented – Ensures accuracy in job postings, candidate assessments, and compliance documentation.
6. Analytical & Data-Driven – Uses hiring metrics to improve recruitment efficiency and decision-making.
7. Persuasive & Negotiation Skills – Effectively convinces candidates to join and aligns expectations with hiring managers.
8. Confidential & Ethical – Maintains professionalism and confidentiality when handling candidate and company information.
9. Creative & Innovative – Develops fresh approaches to talent attraction, employer branding, and sourcing strategies.