Talent Acquisition Manager

FIND YOUR BETTER AT AIA

If you believe in better, we'd love to hear from you.

About the Role

As the Talent Acquisition Manager, you will lead and deliver end-to-end talent acquisition and onboarding services, supporting workforce planning, talent pipeline development, and employer branding initiatives, ensuring timely and high-quality hiring outcomes aligned to business objectives.

End-to-End Recruitment Delivery

• Manage the full recruitment lifecycle including sourcing, screening, interviewing, offer management, and hiring confirmation

• Partner with hiring managers and stakeholders to understand hiring needs and develop effective recruitment strategies

• Ensure timely and quality hiring outcomes in line with agreed SLAs and workforce plans

• Drive candidate experience excellence throughout the recruitment journey

• Develop and execute sourcing strategies across multiple channels (job portals, LinkedIn, referrals, campus engagement, etc.)

• Leverage market intelligence and data insights to proactively attract talent

Stakeholder Management & Advisory

• Act as a strategic advisor to business leaders on hiring strategies, market trends, and talent availability

• Influence hiring decisions through data-driven insights and best practices

• Manage expectations and ensure alignment between HR and business stakeholders

Offer & Onboarding Management

• Prepare and manage compensation proposals

• Lead offer negotiation and closure with candidates

• Ensure compliance with pre-employment screening, documentation, and regulatory requirements

• Facilitate Day 1 onboarding session, guiding new hires through required tasks and processes.

• Ensure compliance with policies such as employment contract stamping, background screening, and regulatory requirements

Employer Branding & Campus Hiring

• Support and participate in employer branding initiatives to enhance AIA's talent market positioning

• Building the strategies and implementing plans for campus recruiting and internship programs to build a strong early talent pipeline

Vendor Management

• Oversee vendor management processes, including raising and managing requests via TPM and Ariba systems

• Ensure proper governance, cost control, and compliance in engaging external recruitment agencies and service providers

Process Improvement, Reporting and Administration

• Track and report recruitment metrics (e.g., time-to-fill, quality of hire, offer acceptance rate)

• Identify opportunities for process enhancement, automation, and efficiency

• Ensure data accuracy in Workday and dashboards

• Drive recruitment transformation, including the adoption and enablement of AIdriven tools

• Support HR Business Partner in the management of all administrative tasks related to Learning which includes enrolment, training room setup, trainer logistics, managing training calendar (invitations & circulation of materials) and capturing attendance.

• Manage the operationalization of the organization-level Training Calendar.

Job Requirements:

• Bachelor's Degree in Human Resources, Business Administration, Psychology, or a related field (or equivalent experience).

• Around 8 years of recruitment experience, ideally with exposure to both inhouse and agency environments.

• Experience in the insurance or shared services industry would be an added advantage.

• Familiarity with AIenabled recruitment practices, such as AI sourcing tools, automated screening, talent intelligence platforms, or predictive analytics, would be beneficial.

• Good stakeholder management skills, with the ability to work collaboratively and build trusted partnerships with senior leaders, hiring managers, and crossfunctional teams.

• Ability to drive AI adoption within the TA function, including evaluating new technologies, leading pilots, training hiring managers, and embedding AI enabled workflows into recruitment processes.

• An understanding of HR transformation efforts, such as process digitalization, operating model enhancements, or shifts toward skillsbased hiring, would be helpful.

• Strong future of work orientation, with the ability to anticipate emerging skills, evolving talent markets, and digital trends impacting recruitment and workforce planning.