Recruitment & Training Manager

该职位来源于猎聘 THE ROLE This role owns the full "Hire-to-Confirm" lifecycle – from sourcing and hiring to onboarding and probation tracking – while also diagnosing team capability gaps and driving training programs to address development needs.

The role is responsible for bringing Direct and Indirect Labor hiring in-house, diversifying sourcing channels, and ensuring employees are equipped with the skills required for current and future roles POSITION RESPONSIBILITIES Talent Acquisition & Workforce Fulfillment

• Manage full-cycle recruitment for both Direct Labor (high-volume, operational roles) and Indirect Labor (Manager-and-below, professional/technical roles)
• Partner with hiring managers to understand workforce needs, define job requirements, and ensure timely fulfillment
• Build and maintain a robust talent pipeline for critical and hard-to-fill roles
• Reduce dependency on external agencies and platforms by developing internal sourcing capabilities Channel Diversification & Employer Branding
• Expand sourcing channels beyond current limited options (labor agencies for Direct Labor; Liepin, Boss Zhipin for Indirect Labor)
• Develop alternative channels: employee referrals, direct sourcing, campus recruitment, industry networks, and social media recruiting
• Build and promote employer branding initiatives to attract quality candidates Candidate Assessment & Selection
• Design and implement structured interview processes and selection criteria
• Ensure quality-of-hire through rigorous candidate assessment and fit evaluation
• Lead offer negotiation and closing processes Hire-to-Confirm Lifecycle Ownership
• Manage offer management and pre-onboarding candidate engagement
• Coordinate with HR Operations Specialist on Day 1 onboarding logistics
• Track probation periods – conduct check-ins at 30/60/90 days to ensure successful transition into roles
• Ensure new hires meet performance expectations by end of probation Training Needs Diagnosis
• Design, implement, and evaluate training programs (internal and external) based on identified needs
• Source and manage external training vendors where appropriate
• Deliver internal training sessions where applicable (e.g., interview skills for hiring managers, onboarding programs for new hires)
• Track training participation, completion rates, and program effectiveness Data, Reporting & Continuous Improvement
• Track and analyze key recruitment metrics (time-to-fill, cost-per-hire, source effectiveness, offer acceptance rate, quality of hire)
• Track training metrics (completion rates, participant satisfaction, competency improvement)
• Develop dashboards and reports to provide leadership with insights into recruitment and development performance
• Use data to identify trends, optimize processes, and guide continuous improvement MINIMUM QUALIFICATIONS Recruitment & Talent Acquisition:
• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field
• 5–7 years of talent acquisition experience, with at least 2 years managing full-cycle recruitment across multiple functions
• Proven experience in high-volume recruitment (Direct Labor / operational roles)
• Proven experience in professional/technical recruitment (Indirect Labor / Manager-and-below)
• Experience building internal sourcing capabilities and reducing agency dependency
• Experience with structured interviewing and candidate assessment methodologies Training & Development:
• Demonstrated experience in training needs analysis and learning program design
• Experience developing and delivering training programs (technical, leadership, soft skills, compliance)
• Ability to partner with business leaders to identify skill gaps and define learning priorities PREFERRED QUALIFICATIONS
• Experience in manufacturing or industrial sector recruitment
• Experience with employer branding and candidate experience programs
• Experience in succession planning and career pathing
• Experience developing leadership development programs
• Recruitment agency management experience
• Training certifications (e.g., ATD certification, instructional design credentials)
• HR certification (e.g., SHRM-CP, SHRM-SCP, PHR)
• Bilingual proficiency (English and Chinese) LEADERSHIP COMPETENCIES
• Result Orientation: Driven to meet and exceed recruitment and development targets
• Stakeholder Management: Build trust with hiring managers, business leaders, and external partners
• Diagnostic Mindset: Identifies root causes of skill gaps and designs targeted solutions
• Process Excellence: Optimizes workflows for speed, quality, and measurable impact
• Candidate & Employee-Centric: Ensures exceptional experience throughout the hiring and development journey
• Resilience & Adaptability: Thrives in high-volume, fast-paced environments with competing priorities
• Coaching & Development: Passionate about developing others and building organizational capability