Head of Talent Acquisition - Property Management

1. Job Purpose

The Head of Talent Acquisition – Property Management Services is responsible for leading and executing recruitment strategies to support the growth, service quality, and operational excellence of the Property Management (PM) business in Ho Chi Minh City.

This role ensures timely, high‑quality hiring for a wide range of roles—including building operations, engineering, customer service, security, cleaning, facilities management, and site management—while maintaining compliance, cost-efficiency, strong stakeholder engagement, and an excellent candidate experience.

2. Key Responsibilities

A. Talent Acquisition Strategy & Planning

• Develop and implement the TA strategy for Property Management Services in HCMC, aligned with business growth, new project onboarding, and manpower budgets.
• Forecast and plan manpower needs in partnership with Property Management leadership and HRBP.
• Build and maintain strong talent pipelines for high-volume and critical roles.
• Ensure proactive talent pipeline readiness for upcoming and newly awarded projects.

B. Recruitment Operations Management

• Lead end-to-end recruitment for all Property Management positions across multiple project sites.
• Achieve KPIs including time-to-fill, quality of hire, source effectiveness, cost-per-hire, and new-hire retention rates.
• Lead weekly workforce review meetings with the PM Management team.
• Ensure a consistent, reliable, and service-oriented recruitment process.
• Monitor time-to-fill by role category to ensure timely staffing for operational and technical positions.
• Track hiring manager satisfaction and continuously improve recruitment service delivery.

C. Talent Pipeline & Market Intelligence

• Develop proactive pipelines via referrals, vocational schools, technical colleges, professional associations, local communities, and other sourcing channels.
• Conduct ongoing analysis of the HCMC labor market to address talent shortages, competitive hiring practices, and salary trends.
• Strengthen employer branding and candidate engagement by collaborating with the Employer Branding (EB) and Employee Engagement (EE) teams.

D. Stakeholder & Business Partnering

• Advise PM Operations leaders on manpower planning, job design, compensation benchmarking, and talent availability.
• Train hiring managers on interviewing skills, structured selection methods, and TA process compliance.
• Maintain strong partnerships with external sourcing partners, training centers, and recruitment agencies.
• Monitor and improve hiring manager satisfaction with recruitment support and partnership.

E. Team Leadership

• Lead, coach, and develop the TA team to deliver high-quality and efficient hiring support across PM projects.
• Set clear performance metrics and ensure continuous improvement in sourcing effectiveness and candidate experience.
• Foster a collaborative, data-driven, and service-oriented team culture.
• Drive improvement in candidate experience score and overall recruitment service quality.

F. Compliance & Process Excellence

• Ensure all recruitment activities comply with labor laws, internal audit requirements, and Company policies.
• Maintain accurate, standardized recruitment reporting and dashboards.
• Implement structured selection tools to ensure consistent assessment of technical and service-related competencies.
• Ensure strict compliance and adherence to recruitment policies, processes, and audit requirements across all PM hiring activities.

G. Data, Reporting & Insights

• Track and report TA metrics, including time-to-fill, cost-per-hire, source effectiveness, offer acceptance rate, quality-of-hire, and 90-day retention.
• Provide workforce insights, hiring trend analysis, and recommendations to the Executive and PM Leadership teams.
• Use data insights to continuously refine recruitment strategies and resource allocation.
• Monitor and report key metrics including quality of hire, 90-day retention rate, hiring manager satisfaction, candidate experience score, and cost-per-hire.
• Provide visibility on talent pipeline readiness to support new project mobilization.

H. AI in Talent Acquisition

• Implement AI-powered sourcing and talent-mapping platforms to expand candidate reach and efficiency.
• Apply AI screening tools to enhance shortlisting accuracy while reducing bias.
• Utilize predictive analytics for quality-of-hire, success probability, and attrition risk modeling.
• Use AI-driven insights to optimize job postings, candidate communication, and employer branding content.
• Establish governance standards for ethical, transparent, and compliant AI use in recruitment.
• Ensure clear human oversight in all hiring decisions.