HR Specialist

I. JOB SUMMARY

The HR Specialist – Talent Acquisition is responsible for managing and executing the end-to-end recruitment process, from manpower requisition and sourcing to candidate selection, offer management, onboarding, and recruitment documentation. The role serves as a key partner to hiring managers in identifying and attracting qualified talent aligned with the organization's manpower requirements, culture, and business objectives. In addition to recruitment execution, the position is expected to utilize HR analytics and recruitment metrics to monitor hiring performance, identify trends and bottlenecks, improve recruitment efficiency, and provide data-driven recommendations to management.II. KEY RESPONSIBILITIES

A. End-to-End Recruitment

Manage the end-to-end recruitment process from approved manpower requisition through sourcing, screening, interviewing, assessment, selection, offer negotiation, pre-employment requirements, and onboarding. Partner closely with hiring managers to understand position requirements, develop appropriate recruitment strategies, identify qualified candidates, facilitate interviews and assessments, and ensure timely hiring of candidates who meet the organization's technical, behavioral, and cultural requirements.B. Recruitment Planning & Stakeholder Management

Work closely with department heads and hiring managers in identifying manpower requirements, recruitment priorities, hiring timelines, and critical vacancies. Provide recruitment updates and talent market insights, proactively follow up on pending hiring decisions, maintain an updated manpower and recruitment tracker, and ensure that recruitment activities are aligned with approved manpower plans, organizational priorities, and established recruitment service-level agreements.C. Recruitment Analytics & Metrics

Monitor, analyze, and report key Talent Acquisition metrics such as time-to-fill, time-to-hire, cost-per-hire, offer acceptance rate, source-of-hire, recruitment funnel conversion, candidate drop-off, new hire retention, quality of hire, vacancy rate, and recruitment SLA compliance. Prepare regular recruitment dashboards and management reports, identify trends and bottlenecks, evaluate the effectiveness of sourcing channels, and provide data-driven recommendations to improve recruitment efficiency, hiring quality, cost-effectiveness, and overall Talent Acquisition performance.D. Talent Sourcing & Employer Branding

Develop and maintain an active talent pipeline through various sourcing channels, including job portals, LinkedIn, social media, employee referrals, professional networks, recruitment agencies, schools, and other relevant talent communities. Create and improve job advertisements and recruitment campaigns, establish relationships with potential candidates and external talent partners, and support employer branding, career fairs, campus recruitment, and other initiatives designed to strengthen the organization's ability to attract and engage qualified talent.E. Recruitment Process Improvement

Continuously review and improve recruitment policies, procedures, tools, and systems to enhance the efficiency, effectiveness, and candidate experience of the hiring process. Identify opportunities to streamline recruitment workflows, improve turnaround time, strengthen recruitment documentation and data integrity, and maximize the use of Applicant Tracking Systems, HRIS, recruitment platforms, and other digital tools. Recommend and implement process improvements based on recruitment data, stakeholder feedback, and emerging Talent Acquisition best practices.III. QUALIFICATIONS

Education

Bachelor's degree in Human Resources, Psychology, Business Administration, Management, or a related field. Professional HR certifications are an advantage. Experience

At least 4-5 years of relevant experience in Talent Acquisition, Recruitment, or HR Generalist roles with significant recruitment exposure. Demonstrated experience handling end-to-end recruitment, preferably across multiple functions and organizational levels. Experience in volume recruitment and/or recruitment for technical, engineering, construction, energy, corporate, or specialized positions is an advantage. Technical Competencies

Strong knowledge of end-to-end recruitment processes and best practices. Proficient in candidate sourcing and recruitment platforms. Strong interviewing and candidate assessment skills. Working knowledge of HR analytics, recruitment metrics, and data interpretation. Proficient in Google Workspace, Microsoft Office, etc. Strong report preparation and presentation skills. Willing to work onsite and do travel works as needed.