Talent Acquisition Senior Manager - Asia
Role title: Talent Acquisition Senior Manager - Asia
Reporting to: Head of Talent Acquisition (based London)
Direct reports: 2
Job purpose: This is a brand new role to manage the Talent Acquisition function for our growing Asia business. You will have responsibility for both hands-on recruitment of senior hires across the region, but also take a strategic view on the talent processes for the Asia region and contribute to key market expansion projects from a talent perspective. You will work with the Head of Talent Acquisition on the execution local initiatives that support the global talent strategy.
You will a true brand ambassador, providing exceptional candidate experience along the way – and advocate this in your team and hiring groups. You will be able to locate senior talent in hard-to-find places and also keep on top of new talent trends in our relevant markets.
You will be an integral support to the rapid growth of our Asia teams (currently Hong Kong, China, Singapore, South Korea and Japan) and entry into new markets throughout the Asia region by bringing talented people into our business – from both a strategic and operational perspective.
Key responsibilities and attributes:
- Manage full-cycle recruitment process for Senior hires for the Asia region, including, but not limited to talent market research, sourcing (including headhunting), interviewing, assessment, and reporting.
- Provide a best-in-class candidate experience; act as an advisor to candidates within the process, providing an authentic view on World First and our opportunities, ensuring all candidates receive a consistently excellent experience and encourage referrals and positive word of mouth.
- Work alongside the Head of Talent Acquisition and the senior management team in Asia to understand their hiring requirements as part of the annual headcount forecasting process and run reforecasts at mid-year.
- Act as an internal talent consultant, advising the Asia management team on current talent market conditions, recruitment trends, relevant up-to-date assessment methods and any potential barriers/risks within our recruitment plans/processes.
- Lead market expansion recruitment projects by conducting research into hiring opportunities and challenges in new markets, and working to set up the relevant recruitment channels.
- Help to set the recruitment budget for Asia hiring activity and manage this spend effectively.
- Work with the Head of Talent Acquisition to develop innovative, creative and proactive recruitment strategies to meet the business needs of the Asia teams in a way that is scalable and on-brand.
- Manage a team of two Talent Acquisition Managers, ensuring clear communication of the overall commercial and hiring priorities, and continuing to develop an environment of high performance and high praise. Management responsibilities include but aren’t limited to; regular 1:1s, performance feedback, development, setting clear KPAs and objectives.
- Work collaboratively as a member of the Talent Acquisition and broader HR function, gaining a thorough understanding of the wider team and their specialisms in order to partner effectively cross function and provide a streamlined service to the broader organisation.
- Proven management experience of an in-house Talent Acquisition function, ideally in a fast growth organisation. Regional recruitment experience across Asia is essential, and working on market expansion projects is beneficial.
- Previous experience partnering with senior leadership teams and consulting on talent acquisition strategy.
- Confident interviewer and candidate manager, with a focus on experienced/senior hires.
- Data driven with a desire to continuously improve and build upon key individual recruitment metrics, contributing to global Talent Acquisition objectives.
- Up to date with resourcing techniques, channels and assessment methods.
- Proactive networker with the ability to initiate and develop connections within relevant talent communities.
- Awareness and understanding of key risks in relation to the end to end recruitment process, including the implication of key employment legislation and pre-employment vetting, application handling and visa issues.
- Culturally aware and thoughtful about diversity and inclusion as part of the recruitment and talent building process.
- Business fluency in Mandarin and English is essential. Additional languages such as Korean/Japanese are beneficial but not essential.
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