Talent Acquisition Specialist

Job Purpose To drive proactive talent acquisition for middle- to senior-level and critical positions through talent mapping, market intelligence, candidate profiling, and direct sourcing, while providing HR operational support The role is expected to develop a strong understanding of the external talent market and provide quality talent insights to support effective hiring decisions. Key Responsibilities 1. Strategic Talent Acquisition & Executive Search Manage end-to-end recruitment for middle- to senior-level, specialist, and business-critical positions . Proactively identify and approach passive candidates through direct sourcing, professional networks, referrals, and relevant recruitment channels. Conduct candidate screening and preliminary assessment covering career achievements, capability, motivation, leadership exposure, and suitability for the organization. Develop high-quality candidate shortlists and provide recommendations to hiring managers. Build and maintain relationships with potential candidates for current and future critical positions. 2. Talent Mapping & Market Intelligence Conduct external talent mapping across relevant industries, competitors, and target organizations. Identify key talent, organizational structures, position levels, and potential candidate pools within the market. Monitor talent movements, hiring trends, and changes within target industries and organizations. Develop and maintain talent pipelines for critical and frequently recruited positions. Provide market insights to support recruitment strategy and workforce planning. 3. Candidate Persona & Search Strategy Work closely with hiring managers and HR stakeholders to understand business requirements and define the appropriate candidate persona . Translate business requirements into search criteria covering experience, capability, industry exposure, career background, and potential. Recommend appropriate target industries, companies, and candidate pools based on market conditions. Develop sourcing strategies for positions where suitable candidates are limited or highly competitive. 4. Compensation & Talent Market Insights Gather and analyze information regarding market salary levels, candidate expectations, and hiring competitiveness. Provide estimated compensation ranges and market positioning for selected middle- to senior-level positions. Identify potential challenges related to candidate availability, compensation, or market competition. Provide practical recommendations to hiring managers based on external talent-market conditions. 5. Stakeholder Management Partner with hiring managers to understand recruitment priorities, business needs, and required talent profiles. Provide regular updates on recruitment progress, candidate availability, and market conditions. Advise hiring managers when recruitment requirements, compensation expectations, or candidate profiles are inconsistent with market realities. Ensure a professional candidate experience throughout the recruitment process. 6. HR Operations Support day-to-day HR operations. Coordinate employee lifecycle activities including onboarding, employment documentation, employee records, transfers, and offboarding. Support employees and managers on general HR policies, procedures, and HR-related inquiries. Coordinate with relevant HR functions such as payroll, compensation & benefits, learning & development, and employee relations when required. Maintain accurate employee information and ensure HR documentation complies with company policies and applicable requirements. Qualifications Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Approximately 3–5 years of experience in Talent Acquisition, Recruitment Consulting, Executive Search, or related areas. Experience recruiting middle-management, senior-management, or specialist positions is highly preferred. Strong experience in direct sourcing, candidate research, talent mapping, and passive-candidate engagement. Ability to understand business requirements and translate them into effective candidate-search strategies. Strong communication, stakeholder management, analytical, and relationship-building skills.