CÔNG TY CỔ PHẦN SMOLLAN (VIỆT NAM)

Job Summary:
To manage and oversee the end-to-end strategic and tactical talent acquisition capability for Smollan’s core business across the market, and to source and develop a secure talent pipeline. Further, to play a pivotal role in partnering with stakeholders to provide consultative expertise and deliver comprehensive support and guidance relating to talent acquisition best practices across all
levels of core role recruitment.

Key Responsibilities and Deliverables:
Talent Acquisition Planning
• Proactively develop strategic talent pipelines for key and recurring roles across the business.
• Create and execute strategic sourcing plans to attract top talent, both passive and active, to expand the talent pool.
• Partner with management to proactively source talent for critical skill areas.
• Partner with key stakeholders on the holistic recruitment agenda, and support them in understanding trends and ensuring headcount alignment.
• Identify, recommend and implement cost-effective solutions to drive recruitment and growth needs for the area of responsibility.
• Identify high-performing talent in the market and understand the availability of candidates across talent segments.
Talent Acquisition Management
• Manage end-to-end recruitment process for all local Operations junior, middle management roles.
• Support the overall effectiveness of recruitment for the Operations business.
• Drive the candidate selection process and ensure stakeholders have the tools needed to select the most qualified candidate.
• Take ownership of candidate experience by designing and managing job postings and an appropriate sourcing strategy.
Talent Acquisition Support
• Perform analysis of hiring needs and provide employee hiring forecast.
• Collaborate across teams and support the delivery and implementation of Talent Acquisition initiatives.
• Contribute to the development of recruiting metrics and analytics to help guide decision-making and return on investment (ROI).
Reporting and Insights
• Provide information required for monthly reports on hiring needs, gaps and findings, key talent acquisition metrics and statistics.
• Apply, measure, and consistently improve metrics on monthly and quarterly individual hiring objectives.
• Utilise data, trends and stakeholder information to gather insights to drive appropriate candidate generation and talent pool strategies.
Best Practice
• Maintain current market knowledge and external trends.
• Provide market intelligence relating to the talent community and industry trends.
• Understand key metrics designed to predict talent needs and build effective strategies to meet goals.
• Evaluate external labour market conditions, analyse hiring trends, turnover rates and candidate feedback, and provide meaningful insights.
• Review processes to ensure continuous efficiency and make recommendations for suggested improvements.
Stakeholder Engagement
• Primary lead for BU Heads and Head of People, hiring manager regarding capturing critical recruitment needs, delivering updates, resolving issues promptly, and building trusted partnerships.
• Manage senior business relationships to ensure alignment of talent needs and solve problems.
• Actively build, maintain and grow strong relationships with relevant stakeholders.
• Cultivate strong relationships with hiring managers to understand their business operations, workforce characteristics, and talent needs.
• Create a regular cadence with key internal stakeholders to discuss the results of action plans, pipeline updates, and progress of filling open positions.
General
• Manage operating budgets and costs for the resourcing function, in accordance with the annual allocation, to ensure the efficient use of resources.
• Drive collaboration activities and give external presentations to colleges, universities, professional associations, and other relevant potential.
• Represent the People Team in professional resourcing meetings, create contacts within the industry and attend job/career fairs to increase Smollan brand/EVP awareness.
• Involved in other ad-hoc matters or projects as assigned by the line manager from time to time.
• Execute change management initiatives across the organization.
Self-Management
• Follow through to ensure that personal quality and productivity standards are consistently and accurately maintained
• Demonstrate consistent application of internal procedures
• Plan and prioritize, demonstrating the ability to manage competing demands
• Demonstrate abilities to anticipate and manage change
• Demonstrate flexibility in balancing the achievement of one's own
objectives with the ability to understand and respond to organizational