Talent Acquisition Senior Specialist

2 weeks ago

Singapore YAMAZAKI MAZAK SINGAPORE PTE LTD Full time

We are looking for a proactive and execution-focused Talent Acquisition Senior Specialist to lead recruitment across our production and non-production functions. Based in Singapore, this role plays a key part in ensuring our workforce scales effectively with business needs—supporting hiring across operations, engineer, supply chain, corporate functions, and more.

You’ll own end-to-end hiring, collaborate with business stakeholders, drive early talent engagement through campus partnerships, and contribute to data-informed process improvements. This is a high-impact, hands-on role suited for someone who thrives in fast-paced, high-growth environments and enjoys balancing execution with operational refinement.

Key Responsibilities

**1. Full-Cycle Recruitment for All Functions**:

- Manage end-to-end hiring across shopfloor (e.g. technicians, operators, engineers) and corporate teams (e.g. supply chain, R&D, HR, finance).
- Partner with hiring managers to scope roles, define competencies, and develop interview plans.
- Draft and post job ads on appropriate Singapore platforms.
- Proactively source and pipeline talent via LinkedIn, job portals, networks, and referrals.
- Conduct CV screening, pre-screen interviews, and coordinate interviews.
- Support offer preparation, approvals, negotiations, and pre-onboarding touchpoints.

**2. Campus Hiring & Early Talent Engagement**:

- Develop and manage partnerships with local ITEs and polytechnics to support campus hiring and internship pipelines for production and technical roles.
- Represent the company at career fairs, industry sharing sessions, and student networking events.
- Coordinate internship programmes, including internship conversion tracking and post-internship reviews with hiring managers.
- Work closely with the L&D to align onboarding and development for early-career hires.

**3. Stakeholder Collaboration & Employer Branding**:
- Act as a trusted advisor to hiring managers on market insights, recruitment best practices, and local talent trends.- Partner with People Operations on headcount tracking, contract generation, and onboarding alignment.- Collaborate with the L&D and HRBP teams on talent reviews and workforce planning.- Support basic employer branding efforts (e.g., job ad consistency, LinkedIn content, career fairs, partnerships with educational institutions).

**4. Talent Acquisition Analytics**:

- Track and report key TA metrics including:

- Time-to-hire
- Source of hire
- Interview-to-offer ratios
- Early attrition / “bad hire” indicators
- Hiring funnel drop-offs
- Identify patterns and root causes of hiring delays or quality mismatches.
- Use Workday reporting features and Excel to create dashboards and track progress over time.

**5. Process Improvement & ATS Utilization**:

- Partner with Learning & Talent Development to build scalable recruitment processes and playbooks.
- Maintain structured and compliant hiring workflows within Workday.
- Support hiring manager capability building (e.g., interview training, calibration).
- Share templates, guides, and best practices to drive hiring consistency.

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