Key Responsibilities
1. Talent Strategy & Business Partnership
- Partner with business and functional leaders to understand growth plans, workforce priorities and future capability requirements.
- Translate business priorities into proactive hiring strategies and talent plans.
- Act as a strategic talent advisor to hiring leaders, providing market insights and challenging conventional hiring approaches where required.
2. Talent Intelligence, Market Mapping & Pipelines
- Build strong talent intelligence through market mapping, competitor hiring trends, compensation benchmarks and talent availability insights.
- Develop sustainable talent pipelines for critical, niche and recurring capabilities through proactive sourcing, headhunting, networking and talent communities.
- Anticipate emerging skill requirements and build access to talent ahead of business demand.
3. Critical Hiring & Assessment Excellence
- Personally drive recruitment for leadership, business-critical and niche positions, ensuring quality, speed and predictability of hiring outcomes.
- Strengthen structured assessment and selection practices to improve quality of hire and consistency of hiring decisions.
- Partner with hiring leaders to define role-specific competencies and assessment criteria while ensuring a strong candidate experience.
4. Employer Brand & Talent Engagement
- Strengthen employer value proposition and visibility across priority talent markets.
- Build differentiated talent engagement initiatives through professional networks, industry partnerships, academic relationships, social media and other relevant channels.
- Develop long-term relationships with high-quality talent beyond immediate hiring requirements.
5. Technology, Analytics & Process Excellence
- Leverage AI, automation, recruitment technology and analytics to improve sourcing effectiveness, productivity, hiring speed, quality and scalability.
- Establish and monitor meaningful recruitment metrics covering hiring plan achievement, TAT, quality of hire, pipeline health, source effectiveness, offer-to-join conversion and stakeholder/candidate experience.
- Continuously improve recruitment processes, workflows and governance to enhance efficiency and stakeholder experience.
6. Team Leadership & Function Building
- Lead, coach and develop the TA team to build stronger strategic sourcing, assessment, market intelligence and stakeholder management capabilities.
- Establish clear goals, performance expectations and operating rhythms for the team.
- Build a culture of ownership, data-driven decision-making, experimentation and continuous improvement.
- Ensure recruitment practices remain compliant, fair, inclusive and aligned with organisational policies.
What Success Looks Like
- Predictable hiring: Delivery of hiring plans with improved predictability, speed and quality across business functions.
- Stronger talent pipelines: Sustainable pipelines for critical, niche and future capabilities, reducing dependence on reactive hiring.
- Better quality of talent: Improved quality of hire through stronger sourcing, assessment and selection practices.
- Stronger talent-market positioning: Increased visibility and attractiveness of HitechDigital among priority talent pools.
- A future-ready TA function: Greater use of AI, automation, analytics and technology to improve recruitment effectiveness and scalability.
- A high-performing TA team: A team that operates as a strategic talent partner to the business rather than a transactional recruitment support function.
Qualifications & Experience
- Bachelor's degree in human resources, Business Administration or a related field. Master's degree preferred.
- 8+ years of experience in Talent Acquisition, with at least 3 years in a leadership or team-management role.
- Proven experience managing recruitment across multiple functions and business areas.
- Strong experience in strategic sourcing, talent mapping, headhunting and critical/niche hiring.
- Strong communication, negotiation, influencing and stakeholder-management capabilities.
- Demonstrated ability to operate in a fast-paced, evolving and growth-oriented environment.
Key Competencies
Strategic Talent Acquisition
- Ability to translate business strategy and growth plans into proactive talent strategies.
- Strong understanding of talent markets, sourcing models and evolving skill requirements.
- Ability to build talent pipelines for both current and future organisational needs.
Talent Intelligence & Market Insight
- Strong capability in market mapping, competitor intelligence, compensation benchmarking and talent analytics.
- Ability to convert market intelligence into actionable hiring strategies.
Business & Stakeholder Partnership
- Ability to partner credibly with business heads and senior leaders.
- Strong consulting and influencing skills, with the confidence to challenge constructively.
- Ability to create shared ownership for hiring outcomes across TA and business stakeholders.
Assessment & Quality of Hire
- Strong understanding of structured assessment and selection methodologies.
- Ability to improve quality of hire through data, competency-based assessment and disciplined selection practices.
Employer Brand & Talent Engagement
- Ability to build differentiated employer positioning and talent engagement strategies.
- Strong understanding of how employer reputation influences attraction and conversion of talent.
Recruitment Technology & Digital Orientation
- Strong orientation toward AI, automation, analytics and technology-enabled recruitment.
- Ability to identify opportunities to simplify and scale recruitment through digital solutions.
Recruitment Operations & Process Excellence
- Strong process orientation with the ability to build scalable recruitment workflows and governance.
- Ability to identify bottlenecks and continuously improve speed, quality and candidate experience.
Talent Analytics & Performance
- Ability to establish meaningful recruitment metrics and use data to drive decisions.
- Strong understanding of hiring funnel analytics, source effectiveness, conversion metrics and recruitment productivity.
Leadership & Team Development
- Ability to build, coach and develop a high-performing TA team.
- Creates a culture of accountability, continuous learning, experimentation and improvement.
