Head - Talent Acquisition

Key Responsibilities

1. Leadership & Talent Strategy

• Develop and drive the overall Talent Acquisition strategy in alignment with organisational priorities and long-term growth plans.
• Lead, coach and develop the Talent Acquisition team, fostering a high-performance and collaborative culture.
• Partner closely with senior leadership and functional heads to understand workforce requirements, capability gaps and evolving talent needs.
• Design scalable hiring strategies and frameworks across diverse talent segments, from high-volume requirements to senior and leadership hiring.
• Continuously evaluate and improve the TA operating model, processes, governance and metrics to enhance hiring effectiveness and efficiency.

2. Recruitment Operations & Delivery

• Oversee the end-to-end recruitment lifecycle, ensuring a consistent and high-quality hiring process.
• Build sustainable talent pipelines to address both immediate and future hiring requirements.
• Develop differentiated sourcing strategies across multiple talent pools, including passive talent.
• Strengthen the use of internal and external talent networks, recruitment partners and other relevant channels.
• Establish robust processes to improve hiring quality, speed, stakeholder experience and overall recruitment outcomes.

3. Technology, Data & Process Excellence

• Identify and implement relevant technology, automation and AI-enabled solutions to improve Talent Acquisition processes.
• Use recruitment data and analytics to identify trends, measure effectiveness and drive continuous improvement.
• Establish and track relevant TA metrics and dashboards, including time-to-hire, cost of hiring, pipeline health, conversion rates and quality of hire.
• Use insights from data to improve decision-making, resource allocation and overall hiring strategy.
• Drive adoption of technology-led approaches to make the TA function more scalable and efficient.

4. Employer Brand & Candidate Experience

• Strengthen the organisation's employer proposition and talent brand through relevant engagement and communication initiatives.
• Partner with internal stakeholders to ensure a consistent and compelling candidate experience throughout the hiring journey.
• Build relationships with relevant talent communities, professional networks and external forums to strengthen access to high-quality talent.
• Represent the organisation effectively with prospective candidates and external stakeholders.

5. Stakeholder & Resource Management

• Partner effectively with senior leaders and functional stakeholders to translate organisational priorities into effective talent strategies.
• Manage recruitment resources and budgets with a strong focus on efficiency and outcomes.
• Establish clear priorities, timelines and accountability across the TA function.
• Balance business requirements with team capability, development and long-term sustainability.

Ideal Candidate Profile

• 12+ years of overall professional experience, preferably in fast-paced, high-growth or complex organisational environments.
• Strong experience in Talent Acquisition / HR leadership, with demonstrated ownership of TA strategy and function building.
• Experience moving beyond transactional recruitment into strategic workforce and talent planning.
• Strong process orientation with the ability to bring structure, rigour and scalability to recruitment operations.
• Demonstrated ability to drive outcomes against ambitious goals and timelines.
• Experience leading, coaching and developing high-performing teams.
• Strong stakeholder-management skills, with the ability to influence and collaborate with senior leadership.
• Ability to balance organisational hiring priorities with team development, engagement and well-being.
• Strong understanding of modern sourcing, recruitment technology, analytics and evolving talent practices.
• Excellent verbal and written communication skills.
• High ownership, strategic thinking and the ability to operate effectively in an evolving environment.
• Strong interest in building high-quality teams and creating a differentiated talent function.