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.