SAPP Education ★ 2.9

Scope of work:
Take full ownership of the end-to-end talent attraction activities (Attract - Acquire - Recruit - Onboard - Follow up) to effectively and promptly meet the company's workforce needs, while enhancing candidate experience and maximizing value across key employee touchpoints.
Main duties:
1.Hard-to-fill and strategic positions recruitment (35%)
- Act as a Talent Acquisition Business Partner to Hiring Managers by providing strategic consultation on market trends, talent availability, and competitive salary benchmarks to support workforce planning and decision-making.
- Execute end-to-end recruitment processes to ensure professional, and engaging candidate experience while achieving hiring KPIs and maintaining recruitment efficiency.
2. Effective recruitment team management (40%)
- Assign tasks, oversee progress and ensure the quality of recruitment activities.
- Train and coach recruitment staff on professional skills and best practices.
- Monitor and analyze KPI, metrics to drive continuous improvement and ensure team performance aligns with organizational goals.
3. HR Data Reporting and Analysis (10%)
- Provide timely and insightful reports covering key recruitment metrics to the HR Manager and relevant stakeholders regarding the effectiveness of talent attraction, recruitment, and onboarding activities.
- Analyze recruitment data to identify bottlenecks, hiring trends and Propose data-driven recommendations and solutions to enhance recruitment performance and candidate experience.
4. Employer branding activities (5%)
- Manage online recruitment channels to enhance EVP.
- Plan and organize employer branding events such as job fairs, talk shows, campus tours, and webinars to increase brand awareness and build connections with potential talent pools.
5. Early Talent Development program & Employee retention (10%)
- Collaborate with the HR Manager to design and implement early talent development programs (e.g., internship programs, management trainee schemes).Education: Bachelor's degree in Human Resources, Business, Economics, or related fields.
Experience
- Minimum 5 years of experience in in-house recruitment or headhunting, including at least 2 years in a recruitment team leadership or managerial role.
- Able to recruit for a wide range of positions across different functions.
- Proven experience in hiring for mid-level, senior-level, or highly specialized positions.
- Preferably with headhunting experience.
Knowledge
- Modern HR management practices.
- Effective recruitment management.
- Labour market trends
Competencies
- Problem-solving
- Customer-centric mindset
- Continuous learning
- Effective communication
- Systematic thinking
Skills
- Candidate sourcing and hunting
- Interviewing
- Salary negotiation
- Analytical and data interpretation skills
- English reading comprehension
Personal Traits/Attitude
- Energetic, goal-driven, and hands-on
- Extroverted
- Hard-workingCompetitive salary based on capability.
13th-month fixed salary
Salary review based on company policy.
Advance salary policy: up to 50% for official employees.
Social insurance contribution as per labor law.
12 days annual leave/year (+1 day for every 5 years of service), paid birthday leave (0.5 day).
Working days: Monday to Friday.
Other benefits: birthday gifts, seniority awards, gifts on Women's Day, Children's Day, Mid-Autumn Festival, etc.
Engaging team-building activities at 4 star-5 star resorts.
Young and dynamic work environment that promotes individuality, creativity, learning, and growth.
Special tuition discounts for employees joining SAPP programs.
Support for learning and certification for individuals and teams.
Internal and external training for professional and soft skills development.
Clear career path with personalized development opportunities.
Modern systems to reduce paperwork and focus on professional growth.