Senior Talent Acquisition Specialist

**Job Title**

Senior Talent Acquisition Specialist
**Job Description Summary**

The Senior Talent Acquisition Specialist is responsible for leading talent acquisition and recruitment activities in Singapore with a priority to attract and retain top talent, improve organization capability, encourage internal career mobility and maximize employee engagement. This supports recruitment needs of our various business lines like Facilities Management, Project & Development Services, Corporate Real Estate, as well as Global Occupier Services.

Leveraging global frameworks, systems and programs this role will drive continuous improvement, ensure a consistent local approach to sourcing and retaining talent and secure a strong talent pipeline with the capability to achieve our strategic priorities and benefit both the Southeast Asia region and the firm globally.

The role will guide Singapore recruitment team and lead wide activities for Recruitment & Selection, Talent and Market mapping, Onboarding and Career management ensuring HR Systems are optimized, HR metrics are regularly reported, and best practices are being shared and leveraged in Singapore.

Transitioning the business to value proactive talent sourcing, internal career management and mobility, this role will work closely with the Marketing and communications teams to proactively communicate and promote our Employee Value Proposition through the career sites (both internal and external) and external job and careers sites such as LinkedIn.

Reporting to the Manager, Talent Acquisition, Singapore & SEA, the person will work closely with country HR Business Partners and COE teams to ensure Talent Acquisition activities are consistent and efficient and providing an enhanced employment experience for our people and a commercial contribution to the organization.

**About the Role**:

- Recruitment & Selection**:Provide leadership and drive continuous improvement and consistency in Singapore to strengthen partnerships with local HR Business Partner & COE teams, and improve visibility and collaboration. Ensure effective recruitment solutions are delivered within agreed upon time frames and cost.
- Ensure global platforms and careers portal are effectively leveraged. Proactively promote Cushman & Wakefield's Brand & EVP to attract and retain our top talent, critical to our ongoing success in Singapore
- Build and manage positive working relationships with third party consultants and agencies and actively manage the Cushman & Wakefield PSA ensuring a have deep understanding of contracts and employment legislation across all countries and create value through our external partner providers
- Talent & Market Mapping: Work with senior business leaders to identify and recruit Key Talent in the market. Coaching the Talent Acquisition teams in Singapore to mature from a reactive volume recruitment into one that can manage the professional nuances associated with commercial real estate and strategic hires
- Employee Value Proposition**:Work closely with the Marketing and communications teams to promote our Employee Value Proposition (EVP) and ensure a consistent message through all levels of the organization in Singapore. Together with the HR Business Partner teams, drive positive messages and stories and career enhancement opportunities throughout the region and globally, reinforcing our strong brand and commitment to employee engagement, career growth and retention
- Onboarding**:Lead and manage a consistent approach to onboarding in Singapore. Working closely with the local HR COE’s and HR teams to develop an experience that is efficient, and effective and ensures a smooth and positive transition into Cushman & Wakefield for new hires, M&A Integrations and internal moves
- Governance & Compliance**:Effectively anticipate and manage risks associated with people and take a holistic approach to proactively audit and monitor HR systems and processes for compliance and consistency with relation to legislation and global requirements. Including: a) The DOA (Delegations of Authority) is followed for all Employment related activities. b) Key strategic ‘people’ risks have been identified and are built into the risk management system
- Reporting: Regularly measure and report on critical HR metrics to meet regional and global data and reporting requirements. Build accountability with HR centres of excellence and local teams to focus on accuracy, consistency, continuous improvement, development of key metrics and performance indicators that enable business leaders to effectively forecast and manage human capital for direct business unit performance
- Financial Stewardship**:Leverage economies of scale and build vendor relationships to negotiate contracts and cost-effectively procure HR products and services to meet business needs. Effectively manage the local HR budget to deliver value and minimize cost
- Performs other related duties as required or requested.

**About You**: