We are looking for a proactive and execution-focused Talent Acquisition Senior Specialist to lead recruitment across our production and non-production functions. Based in Singapore, this role plays a key part in ensuring our workforce scales effectively with business needs-supporting hiring across operations, engineer, supply chain, corporate functions, and more.
You'll own end-to-end hiring, collaborate with business stakeholders, drive early talent engagement through campus partnerships, and contribute to data-informed process improvements. This is a high-impact, hands-on role suited for someone who thrives in fast-paced, high-growth environments and enjoys balancing execution with operational refinement.
Key Responsibilities
1. Full-Cycle Recruitment for All Functions
- Manage end-to-end hiring across shopfloor (e.g. technicians, operators, engineers) and corporate teams (e.g. supply chain, R&D, HR, finance).
- Partner with hiring managers to scope roles, define competencies, and develop interview plans.
- Draft and post job ads on appropriate Singapore platforms.
- Proactively source and pipeline talent via LinkedIn, job portals, networks, and referrals.
- Conduct CV screening, pre-screen interviews, and coordinate interviews.
- Support offer preparation, approvals, negotiations, and pre-onboarding touchpoints.
2. Campus Hiring & Early Talent Engagement
- Develop and manage partnerships with local ITEs and polytechnics to support campus hiring and internship pipelines for production and technical roles.
- Represent the company at career fairs, industry sharing sessions, and student networking events.
- Coordinate internship programmes, including internship conversion tracking and post-internship reviews with hiring managers.
- Work closely with the L&D to align onboarding and development for early-career hires.
3. Stakeholder Collaboration & Employer Branding
- Act as a trusted advisor to hiring managers on market insights, recruitment best practices, and local talent trends.
- Partner with People Operations on headcount tracking, contract generation, and onboarding alignment.
- Collaborate with the L&D and HRBP teams on talent reviews and workforce planning.
- Support basic employer branding efforts (e.g., job ad consistency, LinkedIn content, career fairs, partnerships with educational institutions).
4. Talent Acquisition Analytics
- Track and report key TA metrics including:
- Time-to-hire
- Source of hire
- Interview-to-offer ratios
- Early attrition / bad hire indicators
- Hiring funnel drop-offs
- Identify patterns and root causes of hiring delays or quality mismatches.
- Provide insights and recommendations to improve hiring efficiency, decision-making, and candidate experience.
- Use Workday reporting features and Excel to create dashboards and track progress over time.
5. Process Improvement & ATS Utilization
- Partner with Learning & Talent Development to build scalable recruitment processes and playbooks.
- Maintain structured and compliant hiring workflows within Workday.
- Support hiring manager capability building (e.g., interview training, calibration).
- Share templates, guides, and best practices to drive hiring consistency.
