Recruitment Manager

Recruitment Manager

Job Summary

The Recruitment Manager is responsible for developing and executing recruitment strategies that support the organization’s workforce requirements. The role oversees the end-to-end recruitment process, ensures timely and quality hiring, leads the recruitment team, and partners closely with business leaders and hiring managers to address manpower needs.

Key Responsibilities

1. Recruitment Strategy & Workforce Planning

• Develop and implement recruitment strategies aligned with business and manpower requirements.
• Partner with department heads and hiring managers to understand workforce needs, hiring priorities, and talent requirements.
• Develop talent pipelines for critical, specialized, and high-volume positions.
• Monitor recruitment trends, market conditions, and talent availability to improve sourcing strategies.

2. End-to-End Recruitment Management

• Oversee the full recruitment lifecycle from sourcing, screening, interviewing, assessment, selection, job offer, and pre-employment requirements through onboarding.
• Ensure vacancies are filled within agreed timelines while maintaining quality of hire.
• Establish and monitor recruitment standards, processes, and service-level agreements.
• Ensure a positive and consistent candidate experience throughout the recruitment process.

3. Recruitment Team Leadership

• Lead, coach, and develop the recruitment team to achieve hiring targets and performance objectives.
• Establish recruiter KPIs and productivity metrics.
• Conduct regular performance reviews, coaching sessions, and capability-building activities.
• Allocate recruitment assignments based on business priorities and recruiter capacity.

4. Sourcing & Employer Branding

• Develop and optimize sourcing strategies using job portals, social media, employee referrals, job fairs, recruitment caravans, partnerships, and other talent channels.
• Build relationships with schools, government employment offices, professional organizations, and external recruitment partners.
• Support employer branding initiatives to strengthen the organization's talent attraction and reputation.
• Develop recruitment campaigns and activities for both regular and seasonal manpower requirements.

5. Stakeholder & Hiring Manager Management

• Serve as a strategic recruitment partner to hiring managers and business leaders.
• Facilitate candidate calibration and ensure alignment on job requirements and selection criteria.
• Provide hiring managers with recruitment market insights and recommendations.
• Address recruitment challenges and escalate critical manpower concerns when necessary.

6. Recruitment Analytics & Reporting

• Monitor and analyze recruitment metrics such as:
• Time-to-fill
• Time-to-hire
• Quality of hire
• Cost-per-hire
• Offer acceptance rate
• Recruitment source effectiveness
• Hiring volume
• Vacancy aging
• Prepare regular recruitment reports and dashboards for management.
• Use recruitment data to identify process gaps and recommend improvements.

7. Process Improvement

• Continuously review and improve recruitment policies, systems, and processes.
• Identify opportunities to improve efficiency, reduce hiring costs, and strengthen quality of hire.
• Ensure recruitment processes are compliant with company policies and applicable labor regulations.
• Implement recruitment technologies and tools that improve efficiency and candidate experience.

8. Candidate Experience & Onboarding

• Ensure candidates receive timely communication and professional treatment throughout the recruitment process.
• Coordinate closely with HR Operations and hiring managers to ensure smooth pre-employment and onboarding activities.
• Monitor new-hire feedback and identify opportunities to improve the recruitment-to-onboarding experience.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
• At least 5–7 years of experience in recruitment/talent acquisition, with experience in a supervisory or managerial capacity.
• Strong experience in end-to-end recruitment and high-volume hiring.
• Proven experience managing and developing recruitment teams.
• Strong stakeholder management and communication skills.
• Knowledge of recruitment metrics, sourcing strategies, and talent acquisition best practices.
• Working knowledge of Philippine labor laws and HR practices is an advantage.
• Strong analytical, organizational, and problem-solving skills.
• Ability to manage multiple priorities in a fast-paced environment.

Key Competencies

• Talent Acquisition Strategy
• Recruitment Team Leadership
• Workforce Planning
• Stakeholder Management
• Sourcing & Employer Branding
• Recruitment Analytics
• Candidate Experience
• Process Improvement
• Coaching & People Development
• Communication & Negotiation
• Problem Solving
• Strategic Thinking