Full Time Talent Acquisition (TA) Manager Jobs, Salary up to MYR 10,000 in Aonic Selangor - Maukerja

Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, Psychology or a related field.

• 6–8 years of HR experience, including at least 4 years in recruitment or talent acquisition, covering both high-volume and specialist hiring.

• Hands-on experience with job portals, social media sourcing, recruitment budgeting and applicant tracking systems (ATS).

• Experience in retail, technical or field operations is an advantage.

Key Competencies

• Strategic Thinking: Ability to align recruitment strategies with business objectives and manpower requirements.

• Stakeholder Management: Confidence in advising senior stakeholders and collaborating with hiring managers on recruitment needs.

• Data-Driven Decision-Making: Ability to analyse recruitment metrics and optimise sourcing channels and budgets based on performance.

• Process Improvement: Strong process-management skills, with the ability to document, simplify and continuously improve workflows.

• Team Leadership and Development: Ability to motivate, coach and develop a small team while remaining hands-on in recruitment activities.

• Cross-Functional Collaboration: Ability to work effectively with Marketing, Finance, IT vendors and branch teams without direct reporting authority.

• Communication Skills: Good written and spoken English and Bahasa Malaysia.

Job Purpose

• Lead Aonic’s talent acquisition strategy to ensure the right people are hired efficiently, through the right channels and within budget.

• Translate approved manpower plans into department and group organisational charts and recruitment plans.

• Ensure job descriptions remain current and relevant.

• Improve onboarding, offboarding and work-support processes to enhance the employee experience.

• Collaborate with Marketing to strengthen Aonic’s employer brand.

• Lead and develop the Recruitment Executive responsible for day-to-day recruitment operations.

Key Responsibilities

A. Strategic Talent Acquisition

• Develop annual recruitment plans for each department, including timelines and budgets.

• Evaluate and optimise sourcing channels, including job portals, social media, employee referrals, educational institutions and career fairs, based on cost and candidate quality.

• Propose the recruitment budget and monitor cost-per-hire.

• Explore and implement innovative recruitment strategies to attract suitable candidates, measuring their effectiveness.

• Lead recruitment for critical, senior and specialist positions.

• Monitor recruitment metrics, including time-to-fill, cost-per-hire, offer acceptance rate and early employee retention, and recommend improvements.

B. Recruitment Operations and Team Leadership

• Oversee the Recruitment Executive’s day-to-day recruitment activities for high-volume roles, including pilots, maintenance and retail positions.

• Review manpower requisitions against approved manpower plans and ensure updated job descriptions are available before recruitment begins.

• Establish standards for developing clear, accurate and effective job advertisements.

• Work closely with hiring managers to align on job requirements, candidate shortlisting criteria and recruitment timelines.

• Coach and develop the Recruitment Executive and intern by setting clear priorities, providing guidance and conducting regular check-ins.

C. Employer Branding and Onboarding Experience

• Collaborate with Marketing to develop and implement employer-branding initiatives, including career fairs, employee referral programmes and recruitment content.

• Ensure onboarding materials remain accurate and relevant through annual reviews and updates.

• Ensure new employees complete onboarding within their first week.

• Monitor probation reviews and ensure they are completed within the required timelines.

D. Onboarding, Offboarding and Work-Support Improvement

• Document end-to-end onboarding, offboarding and probation processes, including process owners and turnaround-time standards.

• Identify and implement at least one people-process improvement each quarter, measuring time saved or errors reduced.

• Oversee work-support services, including IT support, facilities, maintenance and vending services.

• Review vendor performance and service levels quarterly to ensure service quality and operational efficiency.

• Ensure new-joiner essentials, including access cards, vending cards and apparel, are prepared and available on the employee’s first day.

E. Manpower Planning Support and Job Description Management

• Support manpower planning by translating approved manpower plans into department organisational charts.

• Consolidate departmental organisational charts into the group organisational chart.

• Develop the recruitment plan based on the approved group organisational chart.

• Maintain updated job descriptions for all roles.

• Conduct annual job description reviews with department heads to ensure role requirements and responsibilities remain relevant.

• Get hands-on experience in distributor operations
• Training provided