The accountabilities below may be amended from time to time depending on needs and expectations, and will be notified to the position holder.
The principal accountabilities :
Understand business units’ requirements and pro-actively lead team to deliver the full recruitment cycle on time for all levels (including initial assessment, interview, referral check, offer and follow probation);
Based on New store opening plan, headcount planning and recruitment report, identify and forecast mass recruitment needs for Operations weekly and monthly (include new headcount & replacement;
Proactively build external talent pools to meet business’ challenge : enhance new channels to speed up (job posting optimization, social channel development, job board procurement );
develop new relationships with third party (recruitment agencies / staffing firms / universities );
Coordinate with Training to build internal talent pool and process to help identify and source appropriate talent for management roles in stores;
Coordinate with HRBP to perform executive search for senior levels at Back Office;
Control recruitment budget / cost per hire to ensure the effectiveness of sourcing channels and campaigns;
Manage required and relative HR & KPI reports to BoM.
2. Stakeholder managements :
Directly deal with stakeholders to provide sufficient communication during hiring process;
Build relationship with key stakeholders and consult regarding candidate, market practice and information;
Able to coach stakeholders about best practice to do recruitment.
3. Team coaching :
Lead, oversee and manage team member’s performance to drive KPI of whole team;
Provide necessary personal support / advice to each member about HR professional skillset to meet business’s standard (data management, interviewing, sourcing, managing stakeholders );
4. HR projects :
Learn, collect data and give continuous ideas to improve the candidate experience through recruitment and on boarding processes;
Coordinate with C&B to study, collect insight data, give ideas and suggest action plan for improving employee retention;
Coordinate with Employer Engagement team to plan and implement employer branding strategy to attract right talent and bring the company to be well-known;
Coordinate with HRBP to keep up to date on company’s changes related to structure, headcount and budget planning, talent management
Other strategic tasks may assigned from direct manager.
Minimum 5 years in-house and external recruitment experience, from 1 to 2 years in the same role and level;
Have experiences in mass recruitment in fast moving environment (F&B / Retails chain / Banking) is a plus;
In-depth knowledge & hand-on experience of full-cycle recruiting, talent development and employer branding techniques, recruitment marketing tools, resume databases and professional networks;
Strong knowledge of Labour law;
Good business acumen and excellent negotiation skills to influence and engage stakeholders of all levels;
Strong attention to detail, critical-thinking and problem-solving skills;
Good teamwork and time-management skills;
A positive attitude and an earnest interest in providing good customer support to candidates, partners.