Recruitment Specialist, APAC

Key accountabilities • Lead end-to-end recruitment for senior leadership, commercial, supply-chain, Finance and IT roles across APAC - identifying, attracting, assessing, and securing high-quality talent for the region’s most critical and hard-to-fill positions. • Build proactive talent pipelines for critical and hard-to-fill roles through networking, market mapping, and targeted sourcing. • Generate talent intelligence and market insights - talent availability, market mapping, and competitor benchmarking - to inform hiring strategies and support business decision-making. • Support succession planning and future workforce needs by proactively identifying, engaging, and building relationships with talent ahead of confirmed vacancies. • Champion skills-based hiring, assessing candidates against the Skills Framework and role-specific competencies rather than relying solely on job titles or tenure. • Act as a trusted advisor to regional leaders and hiring managers on recruitment strategy, market conditions, and hiring decisions. • Reduce reliance on external agencies by strengthening internal recruitment capability. • Localise and activate the employee value proposition across APAC; embed DEI principles in sourcing and selection. • Ensure high-quality and consistent candidate experience throughout the recruitment lifecycle while maintaining robust assessment and selection standards. • Drive data-informed decision-making through recruitment dashboards, talent market insights, and key hiring metrics, ensuring data accuracy, governance, and compliance within Workday. • Digital fluency and AI enablement - use AI and digital tools (e.g. Workday, sourcing and screening technology) to strengthen recruitment efficiency, decision-making, and candidate engagement. • Manage relationships with approved recruitment agencies, sourcing partners, and talent vendors, monitoring performance against agreed service levels, quality standards, diversity expectations, and cost targets - as one input into a blended internal/external sourcing model. • Lead, coach, and develop one Sourcing Specialist. People management responsibilities Provide leadership, coaching, and performance management to the Sourcing Specialist, ensuring high-quality delivery of sourcing activities, talent pipeline development, and market intelligence. Drive capability building, continuous improvement, workload prioritization, and alignment with agreed Talent Acquisition standards, while fostering a collaborative, accountable, and high-performing team culture. Skills Leadership & core skills • Stakeholder Management (Advanced) - Acts as a trusted advisor to regional leaders and hiring managers; builds and maintains strategic partnerships across the business. • Communication & Storytelling (Proficient) - Communicates with clarity and conviction; adapts style for different audiences; uses storytelling to bring the employer brand and EVP to life for candidates and stakeholders. • Decision Making (Proficient) - Makes timely, informed decisions to balance speed and quality. • Developing Talent (Proficient) - Coaches and develops team members; builds future capability. Technical skills • Sourcing & Engagement (Advanced) - Builds proactive talent pipelines through networking, market mapping and targeted sourcing; engages candidates effectively throughout the process. • Domain Expertise (Proficient) - Deep understanding of APAC talent markets, industry dynamics, and role profiles across commercial, supply chain, Finance and IT. • Commercial Acumen (Proficient) - Uses structured, data-driven thinking to influence hiring decisions and demonstrate recruitment effectiveness and ROI. • Employee Value Proposition (EVP) (Proficient) - Localises and activates the EVP across APAC to strengthen candidate attraction and engagement. • Digital & Data Enablement (Proficient) – Uses digital tools, AI-enabled recruitment technologies and Workday to improve recruitment outcomes and ensure data quality. • Key requirements • Education - Bachelor's degree in HR, Business, Supply Chain, or related field. • Experience - 7-10 years of APAC recruitment experience, ideally in specialty chemicals or distribution, including experience hiring senior leaders, commercial managers, and supply-chain profiles. • Recruitment approach - Competency-based interviewing aligned with Skills Frameworks; demonstrated ability to shift recruitment from agency-driven to internal sourcing; strong analytical capability using recruitment metrics; stakeholder management experience in matrix environments. • Global scope readiness - Able to lead selected recruitment for global leadership profiles, consistent with the occasional Group-level scope noted above. • Digital & Systems Capability - Proficiency with HR systems such as Workday. • Language skills - Fluent English and Malay required; proficiency in additional Asian languages is advantageous, reflecting the region's stakeholder and candidate base.