Manager, Talent Acquisition

Job Title

Manager, Talent Acquisition

Job Description Summary

The Talent Acquisition Manager will be responsible for leading and managing the recruitment function across Singapore and Malaysia, supporting both strategic corporate hiring and high-volume operational recruitment. This role oversees a team of recruiters and works closely with senior stakeholders to deliver consistent, structured, and scalable hiring solutions aligned with business objectives.
The successful candidate will develop and implement talent acquisition strategies, build strong talent pipelines, and ensure a high-quality candidate experience. They will provide guidance on sourcing approaches, recruitment processes, and compliance with pre-hire policies, while leveraging HR systems such as Workday and GEM to drive operational efficiency and reporting accuracy.

Job Description

PRINCIPAL RESPONSIBILITIES

Leadership and Strategy

• Lead and mentor a team of recruiters, responsible for both high-volume blue-collar hiring and strategic corporate talent acquisition, fostering a collaborative, high-performance culture.
• Ensure tailored approaches for each hiring stream, balancing speed and scale for operational roles with precision and stakeholder alignment for senior and specialist positions.
• Develop and execute talent acquisition strategies aligned with business goals, workforce planning, and diversity and inclusion objectives.
• Collaborate with senior leadership, HR business partners, and hiring managers to understand talent needs and future workforce requirements.

Recruitment Operations

• Oversee teams responsible for full-cycle recruitment including sourcing, screening, interviewing, selection, and offer management.
• Ensure alignment with global recruitment processes and tools such as Workday and GEM to drive efficiency and consistency.
• Implement Agile talent acquisition methodology to prioritize critical hiring needs and continuously improve delivery.

Talent Attraction and Employer Branding

• Partner with Marketing and Communications to promote the Employee Value Proposition across internal and external platforms.
• Lead employer branding initiatives such as Careers Week, recruitment events, and targeted campaigns.
• Build and maintain strategic talent pipelines through proactive sourcing, referrals, and partnerships with educational institutions and professional associations.

Data and Market Intelligence

• Analyze recruitment metrics and market trends to provide actionable insights to leadership.
• Collaborate with Compensation and Benefits to assess job roles and recommend salary grades based on market data.
• Conduct talent and market mapping to support strategic hiring and succession planning.

Compliance and Governance

• Ensure recruitment practices comply with local employment laws and internal policies.
• Monitor adherence to Delegation of Authority and global compliance standards.
• Promote inclusive hiring practices and champion diversity, equity, and inclusion across all recruitment activities.

Stakeholder Engagement

• Build trusted relationships with business leaders, offering strategic guidance and market insights.
• Support merger and acquisition projects including post-merger integration and talent transition planning.
• Provide training and support to HR teams and hiring managers on recruitment tools and best practices.

KEY SKILLS AND CAPABILITIES

• Strong knowledge of full-cycle recruiting, leveraging employer branding to attract talent and familiarity with various selection methods (e.g., interviews, assessments).
• Experience in both volume and corporate hiring – preferably within real estate, professional services or similar industries.
• Proven experience implementing recruitment strategies aligned with business needs, partnering with HR teams.
• Ability to quickly build trust and credibility with hiring managers, offering strategic recruitment insights and talent market analysis.
• Proficiency with ATS (Workday preferred) and CRM systems (GEM preferred).
• Detail-oriented, proactive, and skilled in managing multiple priorities.

PROFESSIONAL EXPERIENCE

• Bachelor's degree in business or human resources (preferred).
• 5-7 years of relevant talent acquisition/recruitment experience within the professional services sector or similar (RPO or in-house), ideally in a volume hiring environment.
• Experience managing recruitment teams and delivering strategic hiring solutions across multiple geographies.
• Industry knowledge of commercial real estate (preferred), property development or similar professional services environments.
• Ability to manage multiple tasks and projects with competing deadlines.

INCO: "Cushman & Wakefield"

---