SUPERVISOR TALENT ACQUISITION

Job Overview

TE's Talent Acquisition teams evaluate TE's ability to recruit and select the desired employees and develop, implement and monitor the programs and processes used in recruitment and selection. They source, recruit, screen, interview and recommend external and/or internal candidates to staff open requisitions. They also utilize the services of employment agencies and/or place employment ads in appropriate sources, including the intranet, Internet and print media.
The teams are responsible for developing and implementing recruiting plans and administering talent management efforts and employee referral programs, managing the resume tracking system and ensuring consistent corporate image throughout recruiting campaigns.

Job Description, Role and Responsibilities

ABOUT THE ROLE

As we expand our operations in key emerging markets across South East Asia, the primary focus of this role is to build trusting relationships and to provide the highest level of recruiting services to the business. The role will assist the TA manager to oversee, drive, and lead the end-to-end recruitment process, providing both candidates and Hiring Managers, an extraordinary customer experience. The role plays a pivotal role in leading engagement with the Sourcing and Administration team to drive efficiency and collaboration

RESPONSIBILITIES

As a Talent Acquisition Supervisor, along with the Regional TA Manager, you will be responsible to develop and execute strategies to attract, engage, and hire top-tier professionals. Be able to work with minimal supervision and work closely with a small team of recruiters. As a Talent advisor, be responsible for the Country & Business hiring needs.  Serve as a partner to business leaders and hiring managers, aligning hiring efforts with business objectives in a competitive and fast-evolving talent market

1.  Execute Hiring Strategies

Collaborate with Regional TA Manager, Business Leaders, HR partners, and Business teams to understand short- and long-term hiring needs.

Assist in developing and executing hiring plans, executing Global SLAs are aligned with the Business Goals

Stay informed about industry trends, market conditions, and emerging hiring practices & tool

2. Talent Sourcing & Pipeline Development

Build and maintain a strong pipeline of candidates for various key roles such as NPD, NPI, PDE, MPDE and many more.

Assist the Regional TA Manager to develop and implement innovative hiring strategies using Market intelligence & Talent Mapping tools.

Leverage a mix of sourcing channels: Internal/External career sites, Social Media Hiring such as LinkedIn, TikTok, Instagram, Facebook etc., Job Boards such as JobStreet, Monster

Familiar with hiring tools such as HireEz, ZoomInfo.  Leverage employee referrals, and University hiring

3. Employer Branding & Candidate Engagement

Position the company as an employer of choice in the Engineering, Tech and manufacturing space.

Create content and campaigns targeting industry professional (e.g., webinars, blog posts, meetups, TechEvents)

Craft compelling job descriptions and recruitment materials tailored for manufacturing, Production and Engineering professionals

4. Full-Cycle Recruitment

Deliver end-to-end recruitment: sourcing, screening, interviewing, offers & compensation negotiation and onboarding

Collaborate with hiring managers to define role requirements and ideal candidate profiles.

Assist implement and monitor structured interview processes, including technical assessments

5. Stakeholder Management

Act as the primary liaison between candidates and internal stakeholders

Provide regular hiring updates, metrics, and insights to leadership.

6. Data-Driven Recruiting

Use analytics to track sourcing effectiveness, time-to-hire, offer acceptance rates, and pipeline health.

Ensure Global Hiring Metrics, SLA and targets are aligned and achieved

Publish Daily / Weekly / Monthly / Qtrly reports on the efforts and progress

Optimize hiring funnel using recruitment metrics and KPI

Eduction, Experience and Role Fitment

EDUCATION AND EXPERIENCE

• Overall 12 years of experience with Minimum of 8+ years from relevant industry
• Preferably an Engineer of any discipline, but not mandatory (OR) Bachelor’s degree or higher in business administration or related field

MOTIVATIONAL/CULTURAL FIT

• Innovation mindset and Problem-solving approach
• Passion for Recruitment, and interest to grow as a Human Resource Professional
• Results driven.
• Clear and concise communication.
• Strong communication, intercultural skills and ability to understand and work with other countries and culture

ADDITIONAL INFORMATION

• Work from Office - 3-4 days Hybrid
• Should be hands on recruiting Engineering, Manufacturing & Production roles
• NO visa sponsorship / relocation for this role

ROLE COMPETENCIES

• Passion for recruiting and delivering exceptional experiences
• Excellent MS Office skils - Excel Powerpoint
• Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels of the organization.
• Strong problem-solving abilities.
• Demonstrated ability to lead by example, understanding that your people are your best asset for success

Competencies