Key Responsibilities:
Stakeholder Management and Leadership
- Partner with Business Unit leaders to understand hiring needs, identifying key competencies, skills, and experiences for each role, and developing job descriptions and specifications that attract the right candidates and reflecting the culture and value of Singtel.
- Collaborate with People & Culture, People Technology, and People Operations teams which involves sharing insights and data, leveraging technology to enhance processes, and fostering a culture of engagement and inclusivity.
- Build and maintain Singtel Singapore’s Talent Acquisition strategy, ensuring alignment with business impacts and imperatives for each financial year. Pivot when required with innovative recruiting strategies and tools.
- Provide oversight and guidance to the Nxera Talent Acquisition team, ensuring alignment with overall organisational goals.
- Lead the build up of the Malaysia shared services centre project.
- Maintain and build the external brand of Singtel Group in the ecosystem of Talent Acquisition.
People Leadership
- Lead a team of Talent Acquisition, Early Talent, and Attraction & Branding specialists to drive effective recruitment and employer branding initiatives.
- Provide guidance and inspiration by mentoring team members and ensuring effective integration of new hires.
- Continue building talent acquisition capabilities to ensure a constant rhythm of learning and development within the team.
Employer Branding & Attraction
- Continue to enhance Singtel’s employer brand through creative marketing and engagement strategies.
- Ensure there is an “always on” branding approach in the annual plans with clear ROIs.
- Act as the custodian of the employer brand proposition “Hello BIG Possibilities.”
Early Talent Recruitment
- Oversee the sourcing, attraction and hiring of young talent programs ie: Catalyst Work Study Program, General Internships.
Talent Pipeline Management
- Build and maintain a strong talent pipeline through various sourcing methods, including social media, job boards, and networking events.
- Focus on Senior Leadership Talent Mapping and recommendations.
- Own the internal talent marketplace; sourcing talent internally balanced with the new for fresh external talent.
Operational Recruiting Excellence
- Manage and provide continuous improvement on the hiring process, usage of tools and technologies, and vendor relationships to ensure a seamless recruitment experience for both Hiring Managers and Candidates.
- Manage and map vendors against business requirements, including all Request for Proposals (RFP)s and Outline Agreements (OLAs) related to the Talent Acquisition functions.
- Manage and on board all external partners such as search firms, reference check companies for Singapore.
- Own the Applicant Tracking System (ATS) which is under RFP for upgrades.
Metrics and Reporting
- Weekly track and analyze recruitment metrics to measure the effectiveness of recruitment strategies and make data-driven decisions.
- Manage and maintain Power BI reporting.
- Lead and manage bi-monthly Business Performance Reviews.
- Managing and working towards a Singapore Core
Compliance and Audit
- Work with the wider organization for audits, data privacy, data protection, compliance, and cyber security checks.
- Ensure team completes all their mandatory training.
The ideal candidate should have/be:
- Minimum of 15 years of experience in talent acquisition or human resource is required.
- IHRP certified.
- Stakeholder Influence (demonstrated ability to navigate matrix organization).
- Strong team management and leadership skills.
- Familiarity with Applicant Tracking System, CRM systems and other recruitment technologies such as sourcing tools and ideas.
