Executive - Talent Management

A. Talent Acquisition – Recruitment & Selection

• Coordinate with department heads and hiring managers to understand manpower requirements, job specifications, competencies and recruitment priorities.
• Prepare and maintain job descriptions, recruitment requisitions and vacancy announcements in coordination with HR leadership.
• Source candidates through job portals, LinkedIn, recruitment agencies, employee referrals, professional networks and relevant technical institutes.
• Build and maintain talent pipelines for critical and recurring positions, particularly in fabrication, welding, engineering, projects, planning, quality, finance and support functions.
• Screen CVs against defined job requirements and conduct initial candidate assessments.
• Coordinate interviews, technical assessments, candidate communication, feedback and selection documentation.
• Liaise with hiring managers to ensure timely interview decisions and recruitment closure.
• Coordinate offer preparation, salary approvals, candidate negotiations and offer acceptance in accordance with company policies and delegated authority.
• Coordinate pre employment documentation, reference checks where applicable, and recruitment related formalities.
• Liaise with HR Operations and relevant stakeholders for employment visa, work permit and joining formalities, as applicable.
• Maintain recruitment trackers and provide regular updates on vacancies, candidate pipelines and hiring progress.
• Develop relationships with technical institutes, vocational training centres and other talent sources to support the recruitment of skilled tradespeople.
• Maintain a professional candidate experience throughout the recruitment process.
• Identify opportunities to reduce recruitment turnaround time and improve the quality and cost effectiveness of hiring.

B. Employee Onboarding & Integration

• Coordinate pre joining communication, document collection and joining formalities with selected candidates.
• Ensure readiness of joining documentation, employee records, induction schedules and coordination with relevant departments.
• Organise structured induction programmes covering company history, values, organisational structure, policies, code of conduct, safety expectations and employee responsibilities.
• Coordinate departmental induction with line managers and relevant stakeholders to familiarise new employees with their roles, responsibilities, processes and performance expectations.
• Facilitate introductions to key stakeholders and support the integration of new employees into their teams.
• Coordinate site familiarisation and appropriate HSE, quality and operational inductions for employees working in fabrication and industrial environments.
• Ensure that new employees receive the necessary information, resources and guidance to perform their roles effectively.
• Implement onboarding check ins at suitable intervals, including 30, 60 and 90 day reviews where applicable.
• Obtain feedback from new employees and hiring managers to identify onboarding gaps and improvement opportunities.
• Track joining formalities, induction completion, probation milestones and outstanding onboarding actions.
• Maintain onboarding records and prepare periodic reports on joining, induction completion and early employee retention.
• Support a consistent and positive employee experience from offer acceptance through successful integration into the organisation.

C. Learning & Development (L&D) – [Learn and Support Role]

• Conduct Training Needs Analysis (TNA) in consultation with department heads, line managers and employees.
• Identify learning requirements arising from operational needs, performance gaps, competency assessments, new technologies, quality requirements and business priorities.
• Prepare and coordinate the annual Training and Development Calendar in consultation with the Head HR and relevant stakeholders.
• Organise technical, functional, behavioural, leadership, managerial and compliance related training programmes.
• Coordinate internal trainers, external training providers, technical institutes and subject matter experts.
• Support the development of internal trainers and encourage knowledge sharing by experienced employees.
• Coordinate training logistics, nominations, schedules, attendance, learning materials and training records.
• Support learning initiatives through the Fabtech Innovation & Leadership Academy (FILA), including employee development programmes, leadership development and continuous learning activities.
• Facilitate learning initiatives that promote continuous improvement, lean manufacturing, quality consciousness, workplace discipline, safety and productivity.
• Support the development of structured learning pathways for shop floor employees, supervisors, managers and emerging leaders.
• Maintain employee training histories, competency development records and certification details, where applicable.
• Evaluate training effectiveness through participant feedback, knowledge assessments, post-training reviews and manager feedback.
• Track the practical application of learning in the workplace and identify opportunities to improve training effectiveness.
• Monitor training expenditure against approved budgets and support cost-effective learning solutions.
• Prepare periodic L&D dashboards covering training hours, participation, expenditure, completion and effectiveness.
• Promote a culture of continuous learning, knowledge sharing, coaching and professional development.

D. HR Coordination & Reporting

• Maintain accurate and confidential recruitment, onboarding and learning databases.
• Prepare periodic dashboards and management reports on recruitment, joining, onboarding and training activities.
• Coordinate with HR Operations, Finance, IT, HSE and other departments to ensure timely completion of related activities.
• Support the use and improvement of HR systems and digital platforms for recruitment, employee onboarding and training management.
• Maintain organised documentation and records in line with company policies and applicable requirements.
• Identify opportunities to standardise, simplify and automate recruitment, onboarding and L&D processes.
• Perform other related HR responsibilities assigned by the Head – HR / People & Culture.

Desired Candidate Profile

Education

• Bachelor’s degree in Human Resources, Business Administration, Psychology or a related discipline.
• A postgraduate qualification or professional certification in HR, Talent Acquisition or Learning & Development will be an advantage.

Experience

• Approximately 2–4 years of relevant HR experience, with practical exposure to recruitment, onboarding and training coordination.
• Experience in engineering, fabrication, manufacturing, industrial services or other operationally intensive environments will be preferred.
• Experience recruiting technical and shop floor positions will be an advantage.
• Exposure to HRIS, applicant tracking systems, training management systems and HR analytics is desirable.