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Open nowPosted 3 days ago

Senior Specialist, Talent Acquisition

MyCareersFuture94,028 open roles

Pay
SGD 5,500 – SGD 6,500 a month
Where
Singapore
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Your applicationOpen nowSenior Specialist, Talent AcquisitionMyCareersFuture · Singapore

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on MyCareersFuture's own form.

The reply lands in your private mailbox

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The clock on this job

Early applications get read.

7.8% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 1.6%1 day
  2. 3.4%3 days
  3. 7.8%7 days
  4. 14.3%14 days
  5. 33.7%30 days
This job: posted 3 days ago

The posting

Job Summary:

The Senior Specialist, Talent Acquisition is responsible for managing the full recruitment lifecycle for professional, technical and leadership positions across assigned business units and regions. The role partners closely with hiring managers and HR stakeholders to attract, assess and hire talent while ensuring a positive candidate experience and alignment with business objectives.

The position acts as a trusted recruitment advisor, using market intelligence, sourcing strategies, employer branding initiatives and recruitment technologies to support workforce growth.

Key Responsibilities:

  • Manage end-to-end recruitment processes for assigned positions, from sourcing through offer and onboarding.
  • Partner with hiring managers and HR stakeholders to understand workforce plans, hiring requirements and recruitment priorities.
  • Develop targeted recruitment strategies for critical, niche and hard-to-fill positions.
  • Conduct intake meetings, provide recruitment advice, manage job postings, screen candidates and conduct interviews.
  • Coordinate interviews and assessments, facilitate offer preparation and support offer negotiations.
  • Build and maintain talent pipelines for current and future hiring needs.
  • Use direct sourcing, social media, networking, referrals and talent communities to identify and engage candidates, including passive talent.
  • Conduct talent mapping and competitor analysis, with particular focus on engineering and technical positions.
  • Act as a trusted advisor to hiring managers and business leaders on talent availability, market trends and recruitment best practices.
  • Manage stakeholder expectations and support timely feedback and hiring decisions.
  • Support employer branding initiatives, recruitment campaigns, career fairs, industry events and networking activities.
  • Ensure a positive, professional and engaging candidate experience throughout the recruitment process.
  • Maintain accurate candidate information in recruitment systems and ensure compliance with applicable labor laws, recruitment policies and data privacy requirements.
  • Effectively use ATS, CRM, HRIS and other recruitment technologies and contribute to continuous process improvement.
  • Monitor recruitment KPIs and hiring metrics, including time-to-fill, quality of hire, source effectiveness and hiring manager responsiveness.
  • Provide recruitment insights and recommendations to stakeholders and support workforce planning and recruitment forecasting.

Requirements

  • Typically 5–10 years of relevant Talent Acquisition / recruitment experience.
  • Strong experience in full-cycle recruitment, sourcing strategy, workforce planning and stakeholder management within a complex or international organization.
  • Experience within the EPC (Engineering, Procurement & Construction) sector is highly relevant.
  • Strong knowledge of recruitment best practices, labor market trends, talent attraction and employer branding.
  • Excellent communication, influencing and relationship-building skills, with the ability to work effectively with senior leaders and hiring managers.
  • Proficiency with ATS, HRIS, CRM and other recruitment technologies.
  • Ability to manage multiple priorities in a fast-paced, matrix organization while maintaining focus on results, quality and service.

Education

  • Bachelor’s degree in Human Resources, Business Administration, Psychology or a related field.
  • Advanced degree is preferred.

Professional Certifications – Advantageous

  • SHRM-CP / SHRM-SCP
  • PHR / SPHR (HRCI)
  • LinkedIn Certified Professional Recruiter
  • AIRS Certified Recruiter /Certified Internet Recruiter (CIR)
  • Talent Acquisition Specialty Credential (SHRM)

Key Stakeholders

  • Hiring Managers and Business Leaders
  • HR Business Partners and HR Operations / Shared Services
  • Compensation & Benefits, Learning & Development and Workforce Planning teams
  • Finance, Legal &Compliance, Talent Acquisition, Employer Branding / Communications, IT and HRIS teams
  • Candidates, talent pools, recruitment agencies, executive search firms and staffing providers
  • Universities, professional associations, industry networks and recruitment technology providers.
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