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Date:  Apr 9, 2024
Job Req ID:  17763
Category:  Human Resources
Country/Region:  SG
State: 
City:  Singapore
Workplace:  Hybrid

Title:  Manager, Talent Acquisition

Description: 

Role Purpose:

The BU Talent Acquisition Manager leads the local recruitment process of attracting and selecting candidates to local temporary or permanent positions within defined lead times and budget. This manager is responsible for building professional relationships (both internal as external), leading and improving the talent acquisition process, managing advertisements, social media & events.

 

Accountabilities:

  • Manage the end-to-end recruitment process to ensure the open positions are filled within the defined lead times and budget.
  • Build and maintain strong relationships with business leaders and HR business partners to understand talent needs and priorities.
  • Develop and maintain key TA metrics and analytics to measure success and drive continuous improvement.
  • Manages advertising vacancies by drafting and placing advertisements in a wide range of media; leverages social media to attract talents and engage candidates.
  • Liaise with hiring managers to define job requirements, expectations, and appropriate assessment criteria.
  • Conduct direct search through open resources/employee referrals/occasionally through external providers, review applications, create long lists, conduct interviews, and shortlist candidates.
  • Develop and implement innovative sourcing strategies to attract and engage passive candidates building talent pipeline for key roles to reduce fill time in such role.
  • Provide expert knowledge to the local management/hiring managers regarding resourcing strategies. 
  • Responsible for the recruitment budget and ensure that all costs are within AOP budget.
  • Select and evaluate suppliers and negotiate the most optimal service level agreements.  
  • Build and manage relationships with external recruiting partners and vendors as needed.
  • Builds organization capability in talent acquisition via training hiring managers on competency-based interview skills, and embedding a robust recruitment process within Snacks BU.

 

Key Performance Indicators (KPIs):

  • Time to hire: Manage the average number of days it takes to fill open positions to meet business needs. Open positions should be filled within 30 days from date of request for hire.
  • Quality of hire: New hires to meet or exceed job expectations and contribute positively to the organization's success. New hire should ideally pass the 6 months’ probation term without any extension of probation.
  • Candidate experience: Candidates should have a positive experience with Kellogg and the TA team. New hires should rate their hiring and onboarding experience at least 80% positively in the post-onboarding survey and have positive feedback during post-hire check ins with HR.
  • Hiring manager satisfaction: The percentage of hiring managers who rate their experience with the TA team positively.
  • Diversity and inclusion: Ensure new hires from underrepresented groups, such as women, ethnic minorities, or people with disabilities and equally and fairly considered. Strive to maintain a 50-50 gender ratio of employees within the AP Snacks SG by considering a range of candidates.

Critical Capability, Knowledge, Skills and Experience:

  • Experience in full-cycle recruiting, sourcing and employment branding.
  • Working knowledge of Applicant Tracking Systems (ATS) and databases.
  • Excellent communication and interpersonal skills, with the ability to build strong relationships with internal and external stakeholders.
  • Bachelor's degree in HR, Business Administration, or a related field; Master's degree preferred.
  • 8+ years of experience in talent acquisition.

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