Recruitment Specialist

- New Staff Recruitment Effectiveness: recommend and get agreement on the metrics for assessing the effectiveness and business contribution/impact of the recruitment and selection process. Regularly assess the effectiveness of the recruitment and selection process and recommend improvements as needed.
- Market Understanding: keep up-to-date on the labor market, competitor intelligence and relevant laws and requirements. Assess the implications of market trends on recruiting target staff levels for the Plant and make recommendations accordingly.
- Employer Brand: contribute to defining and communicating an attractive and realistic Plant ‘employer brand’ to the market to attract potential candidates.
Recruitment and Selection Process: define, recommend, periodically review and update the recruitment and selection process, including work process flow, line management and HCM account-abilities, use and interpretation of assessment tools, etc.
- Recruitment Channels and Partners: identify, recommend and get approval for using a range of recruitment channels and recruitment partners (search consultants, education institutions, etc). Build effective relationships with chosen recruitment partners.
- Manpower Plan and Recruitment Progress Reports: track and regularly report on recruitment process against agreed manpower plan and recruitment process metrics.
- Recruitment and Selection Support: provide the relevant recruitment and selection support to assist the recruiting line managers at each step of the process as agreed.
Assign recruitment and selection tasks to Immediate Employees (IEs) (if applicable) as appropriate.
- Hiring Support: provide the relevant hiring support to the hiring manager at each step of the process as agreed. Assign hiring related tasks to IEs (if applicable) as appropriate.
- New Staff Orientation and Induction Metrics: recommend and get agreement on the outcomes and metrics to be used to assess the effectiveness and business contribution/impact of the new staff orientation and induction process.
- Orientation and Induction Programs: design and get approval for generic and specific employee orientation and induction programs. Deliver the programs and hold IEs accountable for scheduling, coordinating, and delivering as appropriate, as per the agreed design. Get cross functional support (e.g. cross departmental trainings) for the programs as needed.
- Orientation and Induction Program Effectiveness: gather feedback on the effectiveness of the orientation and induction and make relevant amendments to the orientation and induction to enhance the effectiveness.
- Probation: monitor the probation period for new employees and confirmation of employment from managers. Provide expert advice and support to managers on probation decisions as needed.

• Proven experience as an HR assistant, staff assistant or relevant human resources/administrative position
• PC literacy (MS Office, in particular)
• Hands on experience with an HRIS or HRMS
• Basic knowledge of labor laws
• Excellent organizational skills
• Strong communications skills
• Good English skill
• Bachelor degree in Human Resources or related field

- Performance bonus
- 12 paid leaves per years
- provide after joining company

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