Talent Acquisition Specialist

Job Purpose

To drive proactive talent acquisition for middle- to senior-level and critical positions through talent mapping, market intelligence, candidate profiling, and direct sourcing, while providing HR operational support

The role is expected to develop a strong understanding of the external talent market and provide quality talent insights to support effective hiring decisions.

Key Responsibilities

1. Strategic Talent Acquisition & Executive Search

• Manage end-to-end recruitment for middle- to senior-level, specialist, and business-critical positions.
• Proactively identify and approach passive candidates through direct sourcing, professional networks, referrals, and relevant recruitment channels.
• Conduct candidate screening and preliminary assessment covering career achievements, capability, motivation, leadership exposure, and suitability for the organization.
• Develop high-quality candidate shortlists and provide recommendations to hiring managers.
• Build and maintain relationships with potential candidates for current and future critical positions.

2. Talent Mapping & Market Intelligence

• Conduct external talent mapping across relevant industries, competitors, and target organizations.
• Identify key talent, organizational structures, position levels, and potential candidate pools within the market.
• Monitor talent movements, hiring trends, and changes within target industries and organizations.
• Develop and maintain talent pipelines for critical and frequently recruited positions.
• Provide market insights to support recruitment strategy and workforce planning.

3. Candidate Persona & Search Strategy

• Work closely with hiring managers and HR stakeholders to understand business requirements and define the appropriate candidate persona.
• Translate business requirements into search criteria covering experience, capability, industry exposure, career background, and potential.
• Recommend appropriate target industries, companies, and candidate pools based on market conditions.
• Develop sourcing strategies for positions where suitable candidates are limited or highly competitive.

4. Compensation & Talent Market Insights

• Gather and analyze information regarding market salary levels, candidate expectations, and hiring competitiveness.
• Provide estimated compensation ranges and market positioning for selected middle- to senior-level positions.
• Identify potential challenges related to candidate availability, compensation, or market competition.
• Provide practical recommendations to hiring managers based on external talent-market conditions.

5. Stakeholder Management

• Partner with hiring managers to understand recruitment priorities, business needs, and required talent profiles.
• Provide regular updates on recruitment progress, candidate availability, and market conditions.
• Advise hiring managers when recruitment requirements, compensation expectations, or candidate profiles are inconsistent with market realities.
• Ensure a professional candidate experience throughout the recruitment process.

6. HR Operations

• Support day-to-day HR operations.
• Coordinate employee lifecycle activities including onboarding, employment documentation, employee records, transfers, and offboarding.
• Support employees and managers on general HR policies, procedures, and HR-related inquiries.
• Coordinate with relevant HR functions such as payroll, compensation & benefits, learning & development, and employee relations when required.
• Maintain accurate employee information and ensure HR documentation complies with company policies and applicable requirements.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.

• Approximately 3–5 years of experience in Talent Acquisition, Recruitment Consulting, Executive Search, or related areas.

• Experience recruiting middle-management, senior-management, or specialist positions is highly preferred.

• Strong experience in direct sourcing, candidate research, talent mapping, and passive-candidate engagement.

• Ability to understand business requirements and translate them into effective candidate-search strategies.

• Strong communication, stakeholder management, analytical, and relationship-building skills.