Executive - Talent Management

A. Talent Acquisition – Recruitment & Selection • Coordinate with department heads and hiring managers to understand manpower requirements, job specifications, competencies and recruitment priorities. • Prepare and maintain job descriptions, recruitment requisitions and vacancy announcements in coordination with HR leadership. • Source candidates through job portals, LinkedIn, recruitment agencies, employee referrals, professional networks and relevant technical institutes. • Build and maintain talent pipelines for critical and recurring positions, particularly in fabrication, welding, engineering, projects, planning, quality, finance and support functions. • Screen CVs against defined job requirements and conduct initial candidate assessments. • Coordinate interviews, technical assessments, candidate communication, feedback and selection documentation. • Liaise with hiring managers to ensure timely interview decisions and recruitment closure. • Coordinate offer preparation, salary approvals, candidate negotiations and offer acceptance in accordance with company policies and delegated authority. • Coordinate pre employment documentation, reference checks where applicable, and recruitment related formalities. • Liaise with HR Operations and relevant stakeholders for employment visa, work permit and joining formalities, as applicable. • Maintain recruitment trackers and provide regular updates on vacancies, candidate pipelines and hiring progress. • Develop relationships with technical institutes, vocational training centres and other talent sources to support the recruitment of skilled tradespeople. • Maintain a professional candidate experience throughout the recruitment process. • Identify opportunities to reduce recruitment turnaround time and improve the quality and cost effectiveness of hiring. B. Employee Onboarding & Integration • Coordinate pre joining communication, document collection and joining formalities with selected candidates. • Ensure readiness of joining documentation, employee records, induction schedules and coordination with relevant departments. • Organise structured induction programmes covering company history, values, organisational structure, policies, code of conduct, safety expectations and employee responsibilities. • Coordinate departmental induction with line managers and relevant stakeholders to familiarise new employees with their roles, responsibilities, processes and performance expectations. • Facilitate introductions to key stakeholders and support the integration of new employees into their teams. • Coordinate site familiarisation and appropriate HSE, quality and operational inductions for employees working in fabrication and industrial environments. • Ensure that new employees receive the necessary information, resources and guidance to perform their roles effectively. • Implement onboarding check ins at suitable intervals, including 30, 60 and 90 day reviews where applicable. • Obtain feedback from new employees and hiring managers to identify onboarding gaps and improvement opportunities. • Track joining formalities, induction completion, probation milestones and outstanding onboarding actions. • Maintain onboarding records and prepare periodic reports on joining, induction completion and early employee retention. • Support a consistent and positive employee experience from offer acceptance through successful integration into the organisation. C. Learning & Development (L&D) – [Learn and Support Role] • Conduct Training Needs Analysis (TNA) in consultation with department heads, line managers and employees. • Identify learning requirements arising from operational needs, performance gaps, competency assessments, new technologies, quality requirements and business priorities. • Prepare and coordinate the annual Training and Development Calendar in consultation with the Head HR and relevant stakeholders. • Organise technical, functional, behavioural, leadership, managerial and compliance related training programmes. • Coordinate internal trainers, external training providers, technical institutes and subject matter experts. • Support the development of internal trainers and encourage knowledge sharing by experienced employees. • Coordinate training logistics, nominations, schedules, attendance, learning materials and training records. • Support learning initiatives through the Fabtech Innovation & Leadership Academy (FILA) , including employee development programmes, leadership development and continuous learning activities. • Facilitate learning initiatives that promote continuous improvement, lean manufacturing, quality consciousness, workplace discipline, safety and productivity. • Support the development of structured learning pathways for shop floor employees, supervisors, managers and emerging leaders. • Maintain employee training histories, competency development records and certification details, where applicable. • Evaluate training effectiveness through participant feedback, knowledge assessments, post-training reviews and manager feedback. • Track the practical application of learning in the workplace and identify opportunities to improve training effectiveness. • Monitor training expenditure against approved budgets and support cost-effective learning solutions. • Prepare periodic L&D dashboards covering training hours, participation, expenditure, completion and effectiveness. • Promote a culture of continuous learning, knowledge sharing, coaching and professional development. D. HR Coordination & Reporting • Maintain accurate and confidential recruitment, onboarding and learning databases. • Prepare periodic dashboards and management reports on recruitment, joining, onboarding and training activities. • Coordinate with HR Operations, Finance, IT, HSE and other departments to ensure timely completion of related activities. • Support the use and improvement of HR systems and digital platforms for recruitment, employee onboarding and training management. • Maintain organised documentation and records in line with company policies and applicable requirements. • Identify opportunities to standardise, simplify and automate recruitment, onboarding and L&D processes. • Perform other related HR responsibilities assigned by the Head – HR / People & Culture. Education • Bachelor’s degree in Human Resources, Business Administration, Psychology or a related discipline. • A postgraduate qualification or professional certification in HR, Talent Acquisition or Learning & Development will be an advantage. Experience • Approximately 2–4 years of relevant HR experience, with practical exposure to recruitment, onboarding and training coordination. • Experience in engineering, fabrication, manufacturing, industrial services or other operationally intensive environments will be preferred. • Experience recruiting technical and shop floor positions will be an advantage. • Exposure to HRIS, applicant tracking systems, training management systems and HR analytics is desirable.