Company Description
JLand Group (JLG), the Real Estate & Infrastructure arm of Johor Corporation, specializes in diversified real estate activities, including data centers, logistics, integrated industrial, and township development. As a strategic real estate investor, JLG delivers end-to-end solutions for creating smarter and more sustainable ecosystems. With a digital-first approach and a focus on sustainability, JLG builds opportunities and creates value to drive innovative and lasting growth in the real estate industry.
Role Description
Based in Johor Bahru, the Deputy Manager, Talent Acquisition will manage the full life cycle of recruitment, developing and enhancing employer branding strategies, and building relationships with potential candidates. Daily tasks include sourcing and attracting talent, conducting interviews, and ensuring a seamless hiring process. The Deputy Manager will also collaborate with internal stakeholders to address workforce planning and talent needs.
Key Responsibilities
1) Workforce Planning & Stakeholder Management
- Partner with hiring managers to define headcount plans, job requirements, interview panels, and selection criteria.
- Run structured intake/briefing sessions and set clear hiring SLAs, timelines, and expectations.
- Advise stakeholders on market availability, compensation benchmarks, and hiring risks.
2) End‑to‑End Recruitment (Blue/White Collar & Corporate)
- Own requisition management, job postings, talent mapping, and sourcing across channels (job boards, LinkedIn, referrals, agencies, campus).
- Screen, assess, and shortlist candidates using structured interviews and relevant assessments.
- Coordinate interviews, feedback loops, decision forums, and offers; manage negotiations and closures.
- Build and maintain diverse pipelines for critical/recurring roles; maintain ATS hygiene and data integrity.
3) Employer Branding & Talent Marketing
- Partner with Marketing/Comms to execute employer branding campaigns (social media, events, campus, career fairs).
- Develop compelling job ads and candidate-facing content aligned with the EVP.
- Track channel effectiveness and ROI.
4) Onboarding & Pre‑boarding
- Oversee pre‑boarding (document verification, background checks where applicable, medical screenings, tech/access set-up).
- Coordinate Day 1 orientation and structured onboarding plans with HR Ops/IT/Facilities.
- Measure new hire experience and 30/60/90‑day ramp-up; close gaps with stakeholders.
5) Contract Management & Renewals
- Manage issuance of offer letters, contracts, amendments, and renewals for fixed-term staff/contractors.
- Track contract expiry dates proactively; engage managers early on extension/renewal decisions.
- Ensure compliance with Malaysian Employment Act, PDPA, and internal governance.
6) Offboarding (Talent Exit)
- Coordinate resignations, end-of-contract, and terminations with HR Ops/Payroll/IT/Line.
- Ensure timely clearance (asset return, systems deprovisioning, payroll/final pay inputs).
- Conduct/coordinate exit interviews; analyze trends and recommend retention actions.
7) TA Analytics, Reporting & Compliance
- Maintain accurate ATS data; produce weekly/monthly dashboards (TAT, source mix, funnel ratios, offer‑acceptance, DEI metrics, quality-of-hire, early attrition).
- Drive continuous improvement via root-cause analysis of bottlenecks and SLA breaches.
- Ensure compliance with internal policies, PDPA (data privacy), and applicable Malaysian labor regulations.
8) Team Leadership & Capability Building
- Coach and develop TA team members on sourcing, assessments, stakeholder engagement, and data-driven hiring.
- Lead cross-functional projects (e.g., ATS enhancements, interview training, referral programs).
Qualifications
- Expertise in Full-life Cycle Recruiting and Recruiting processes, preferably with 6 - 8 years of experiences.
- Strong skills in Interviewing and making informed hiring decisions
- Experience in developing and maintaining Employer Branding initiatives
- Ability to build relationships and collaborate with internal and external stakeholders
- Familiarity with recruitment tools and platforms
- Bachelor's degree in Human Resources, Business Administration, or a related field
- Strong organizational and communication skills
- Experience in talent acquisition within the real estate or infrastructure industry is highly desirable
Additionally, you may forward your resume to [Confidential Information]
