Manager, Talent Acquisition

7 months ago

Kuala Lumpur, Malaysia Herbalife Full time

Overview:
THE ROLE:
The Manager, Talent Acquisition (TA) GBS HR is responsible to lead, manage and support the further set up of the established TA team in GBS HR APAC.

The Manager, TA GBS HR will be tasked with the further preparation and change management of TA tasks migration, creating a full-suite of best-in-class TA services to support the business needs across the board in APAC for the future. This journey to a Global Business Support (GBS) culture has just started and will impact HR and hiring managers in Herbalife. This culture swift requires change management and transformation and will be an important factor in the first 12-18 months of the role.

Coordinating the seamless implementation of TA practices and procedures, the Manager will oversee processes from sourcing to selection, contributing to the strategic composition of our workforce. Beyond tactical oversight, this role serves as a strategic partner, participating in discussions on recruitment strategies, market trends, and industry benchmarks. Leveraging data insights and analytics, the Manager will continually refine TA processes to adhere to best practices.

HOW YOU WOULD CONTRIBUTE:
Deliver a full suite of Talent Acquisition transactional processes that meet each function’s business needs in the region/country, with global standardization.

Talent Acquisition Services:

- Implement, and maintain global and regional talent acquisition frameworks and policies, including employment terms and recruitment policies and ensure compliance with local country’s mandated regulations where required.
- Identify best practices across all parts of talent acquisition, objectively evaluate their applicability to the company in cognizance of culture and unique needs, customize, where required, and implement.
- Provide talent market insights and develop a pipeline of talent pools while staying abreast with the business needs.
- Build, track, and report key talent acquisition metrics, SLAs and use data-driven approaches to inform and evolve the talent acquisition strategy and to drive continuous improvements.
- Responsible for the coordination of the APAC headcount review and approval process with country, regional and global key stakeholders, in consultation with the Region’s HRBPs.
- Coordinate and maintain relationships with company’s designated third-party executive search firms, Recruitment Process Outsourcing (RPOs) and partner with Global TA COE to evaluate their performance on a regular basis as relevant to the business and region.
- Evaluate and launch new recruitment channels, i.e. social media (LinkedIn/Facebook/Twitter) for recruitment marketing and talent outreach strategies in the region/country, including using networks of various professional organizations, social media as direct sourcing to attract top talent and passive talent.
- Coach and advise hiring managers and HR partners, on effective recruiting practices, and provide structured guidance to drive quality hiring in compliance with legal/labour requirements.
- Collaborate with COE TA to conduct employer branding activities both internally and externally where required.

Communication:

- Cultivate strong relationships with hiring managers, HR Business partners, and HR Centers of Excellence (COEs) throughout the APAC region through proactive, regular, and frequent communication. This engagement aims to provide comprehensive support, ensuring alignment with strategic objectives and a cohesive approach to talent acquisition and HR practices.
- Build great relationships and work closely with GBS HR Transactional Services, support them and focus on win-win situations.
- Cooperate with peers in other GBS locations worldwide.

Innovation:

- Coordinate the migration and ongoing maintenance and pro-actively supports in the development of TA processes.
- Pro-actively and continuous support the development of processes in order to meet SLA’s and achieve consistency and standardization.
- Provide input regarding recommended changes to HR programs that have TA implications.
- Assist n the resolution of complex and escalated issues and situations.
- Focus on continuous process improvement.

Supervisory Responsibilities:

- Lead and manage a team of 3 initially and may grow eventually to 5-10 team members.
- Hires, develops, and evaluates employees and provides for effective staff development opportunities in accordance with department requirements on a continuous basis.
- Manage workload and ensure available resources on daily basis.
- Motivate employees via Servant Leadership principles and support in creation of career ladders.
- Supports team building among the team and the customers and throughout the TA team.
- Train employees on all TA processes and keep them up to date on changes and ensure compliance.

Qualifications:
SKILLS AND BACKGROUND REQUIRED TO BE SUCCESSFUL:
**Skills**:

- Excellent customer focus
- People management skills
- Ownership, drive and can-do mentality
- Analy

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