1. Senior Talent Acquisition Leadership (60%)
Strategic Workforce Planning
- Work directly with the R&D Center Director and senior engineering leadership to forecast hiring needs, identify skill gaps, and shape workforce plans for next-gen data center technologies.
- Act as a senior advisor for talent strategies, market availability, compensation trends, an organizational design.
Advanced Technical Recruiting
- Lead end-to-end hiring for complex roles.
- Drive senior, principal, and expert-level hiring, requiring advanced sourcing intelligence and stakeholder alignment.
Sourcing Strategy & Execution
- Design multi-layered sourcing strategies using deep networks, industry groups, passive headhunting, competitor mapping, and global engineering communities.
- Build long-term pipelines for niche talent pools relevant to Data Center.
Interview Excellence & Bar-Raising
- Coach senior engineering leaders on structured interviewing, technical assessments, and consistent bar-raising.
- Establish hiring standards, capability calibration, and decision-making frameworks for high-impact hiring.
Employer Branding for Engineering Talent
- Partner with global and regional teams to strengthen brand.
- Lead engineering events, technical talks, partnerships, and talent outreach in Singapore and Southeast Asia.
Offer Strategy, Negotiation & Mobility
- Lead complex offers negotiations involving cross-border mobility, niche skill sets, and senior technical levels.
- Ensure strong alignment with market data, internal equity, and Singapore regulatory frameworks (EP/COMPASS).
Compliance & Governance
- Ensure 100% compliance with Singapore's Employment Act, FCF, PDPA, and all work pass regulations.
- Serve as a subject matter expert for fair hiring guidelines and ethical recruiting.
2. Strategic HR Business Partnering (40%)
Partner to Engineering & R&D Leadership
- Influence people decisions for senior engineering managers and technical leaders.
- Provide strategic advice on team health, capability development, and technical career pathways.
Talent Management & Performance Culture
- Support technical talent reviews, succession planning for critical roles, and engineering career framework alignment.
- Advise on performance challenges, compensation recommendations, and retention actions for scarce skillsets.
Employee Relations & Engagement
- Provide guidance on ER matters, conflict resolution, and team dynamics in high-innovation, high-pressure environments.
- Partner with EHS and Ops on culture reinforcement in lab, prototype, and data canter environments.
Organizational Effectiveness
- Identify team design improvements, process gaps, and manager capability needs.
- Support change management initiatives within engineering and infrastructure groups.
Qualifications & Requirements
Required (Senior Level)
- Bachelor's degree in HRM, Business Administration, or a related field.
- 8+ years of recruitment experience, with at least 5+ years in technology/engineering hiring.
- Proven experience hiring for hard-to-fill engineering and R&D roles, ideally in:
- Data centers
- Hardware / power systems
- Firmware / embedded
- Systems / platform engineering
- Strong knowledge of Singapore labor laws, Fair Consideration Framework, PDPA, and work pass processes.
- Demonstrated ability to partner with senior stakeholders, including directors, principal engineers, and global technical leaders.
- Experience owning strategic hiring programs, employer branding initiatives, or interview transformation projects.
Preferred
- Experience in data center engineering, semiconductor, hardware R&D, or infrastructure tech companies.
- Exposure to global mobility, compensation frameworks, or HR analytics.
- Certifications such as iHRP, SHRM, CIPD are advantageous.
