Executive, Talent Acquisition

About the Role We are looking for a proactive and execution-focused Talent Acquisition 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. • Provide insights and recommendations to improve hiring efficiency, decision-making, and candidate experience. • 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. Qualifications & Experience • 4–6 years of hands-on recruitment experience in Singapore, ideally covering both high-volume and specialist roles. • Familiarity with hiring in manufacturing, engineering, or industrial sectors preferred. • Strong experience with sourcing, stakeholder management, and candidate assessment. • Experience managing internship or campus hiring programmes is a plus. • Data-literate, with the ability to extract insights and communicate trends using spreadsheets or Workday reports. • Experience with Workday (Recruiting module) is an added advantage. • Deep understanding of Singapore’s local labor market, MOM regulations, and fair hiring practices. • Able to operate independently in a fast-paced, high-growth environment. You’ll Thrive in This Role If You Are: • Detail-oriented and delivery-focused, with a strong sense of urgency. • Data-informed and always seeking ways to optimize time, quality, and cost of hire. • A natural relationship builder who can work with diverse stakeholders—from engineers to executives. • Comfortable balancing day-to-day execution with process thinking.