GOLDTECH RESOURCES PTE LTD
Senior Talent Acquisition Specialist
- Compensation
- SGD 5K–SGD 7K / mo
- Location
- Singapore
- Work setup
- Not specified
- Seniority
- Senior
- Employment
- Not specified
- Experience
- Not specified
- Category
- Recruiting
- Posted
Skills
Must have
- Bachelor's degree in Human Resources, Business Administration or a related discipline.
- Minimum 5 years of Talent Acquisition or recruitment experience.
- Regional recruitment exposure within Southeast Asia is preferred.
- Strong experience managing end-to-end recruitment across multiple vacancies and functions.
- Proven hands-on experience in direct sourcing and candidate pipeline development.
- Strong stakeholder management and influencing skills.
- Familiar with Applicant Tracking Systems (ATS), recruitment reporting and hiring analytics.
- Good understanding of Southeast Asian talent markets and recruitment practices.
- Able to manage multiple hiring priorities in a fast-paced environment.
- Strong communication, coordination and interpersonal skills.
- Good analytical skills with attention to recruitment data and details.
- Able to understand operational workforce requirements, site challenges and manpower risks.
Full description
Role Overview
We are looking for an experienced Senior Talent Acquisition Specialist to manage end-to-end recruitment activities across Southeast Asia. This role will support both business and operational hiring needs, with a strong focus on high-volume blue-collar and technical workforce recruitment.
The successful candidate must have proven experience recruiting NTS Technicians in a fast-paced, high-volume environment, together with strong sourcing, stakeholder management and recruitment operations capabilities.
Key ResponsibilitiesEnd-to-End Recruitment
- Manage the complete recruitment lifecycle, from manpower requisition and sourcing through selection and hiring.
- Work closely with hiring managers and HR teams to understand manpower requirements, technical skill needs and hiring priorities.
- Develop recruitment strategies to build strong candidate pipelines across different functions and locations.
- Conduct candidate screening, interviews and assessments to identify suitable talent.
- Manage multiple vacancies and high-volume recruitment requirements concurrently.
High-Volume & Technical Workforce Hiring
- Drive recruitment for blue-collar, technician and operational positions, including NTS Technician hiring.
- Build sustainable candidate pipelines to support recurring and large-scale manpower requirements.
- Understand operational manpower challenges, workforce risks and site hiring requirements.
- Respond quickly to changing manpower demands and recruitment priorities.
Stakeholder Management
- Partner with hiring managers and HR Business Partners throughout the recruitment process.
- Provide updates on candidate availability, market conditions and recruitment progress.
- Advise stakeholders on sourcing approaches and realistic hiring timelines.
- Manage stakeholder expectations and facilitate timely recruitment decisions.
Sourcing & Talent Pipeline Development
- Source candidates through job portals, direct sourcing, referrals, recruitment agencies and other relevant channels.
- Proactively develop talent pools for frequently hired and business-critical positions.
- Identify new sourcing channels to improve candidate reach and recruitment effectiveness.
- Participate in recruitment campaigns, career fairs and other talent attraction initiatives where required.
Recruitment Operations & Process Improvement
- Maintain accurate candidate and recruitment information within the Applicant Tracking System (ATS).
- Ensure recruitment activities comply with internal policies, processes and applicable employment regulations.