• Develop and implement the Group Talent Attraction Strategy in alignment with business objectives and workforce priorities.
• Strengthen FFM Group’s Employer Brand and Employee Value Proposition (EVP) through targeted campaigns, recruitment marketing and candidate engagement.
• Position FFM Group as an Employer of Choice across relevant talent segments and sourcing channels.
• Develop innovative sourcing strategies across digital platforms, professional networks and social media.
• Establish and maintain talent communities for critical and future roles.
• Build strategic partnerships with universities, colleges, professional institutions and industry associations.
• Lead campus recruitment, graduate programmes, internship programmes and management trainee initiatives.
• Develop and manage employee referral programmes.
• Monitor labour market trends, competitor hiring activities and emerging talent pools.
  

• Lead end-to-end recruitment for executive-level positions and above across FFM Group, as well as other critical or specialist positions assigned to the Group Resourcing Hub.
• Ensure timely fulfilment of approved manpower requirements in accordance with agreed service levels and recruitment priorities.
• Partner with hiring managers and HR Business Partners to clarify role requirements, sourcing strategies, assessment criteria and selection timelines.
• Drive competency-based interviewing and structured, evidence-based selection methodologies.
• Coordinate psychometric assessments, technical assessments and other selection tools where appropriate.
• Ensure hiring decisions are supported by appropriate assessment evidence and properly documented.
• Lead employment-offer development and negotiation in accordance with approved remuneration parameters and Group policies.
• Deliver a professional, inclusive and consistent candidate experience throughout the recruitment journey.
• Ensure an effective handover to the relevant HR team for pre-employment, onboarding and joining formalities.  
  

• Develop innovative sourcing strategies for executive, professional, technical, critical and difficult-to-fill roles.
• Build and maintain talent pipelines and talent communities for recurring, priority and future roles.
• Conduct external talent mapping for critical roles and future capability requirements.
• Monitor labour-market complexity, competitor hiring activity, salary trends and emerging skill requirements.
• Provide talent-supply, market-pay and recruitment feasibility insights to support workforce and hiring decisions.
• Use professional networks, digital platforms, social media, referrals and external partnerships to broaden access to qualified talent.
  

• Support HR Business Partners and business leaders in annual workforce planning by providing labour-market intelligence, recruitment feasibility assessments, talent-supply insights and hiring forecasts.
• Translate approved workforce plans business-growth requirements into prioritised recruitment and sourcing plans.
• Identify potential talent-supply risks and recommend pipeline, sourcing or capability-building responses.
• Provide external talent insights to support succession planning and critical-role readiness.

• Develop, implement and continuously improve Group recruitment policies, procedures, standards and governance.
• Standardise recruitment processes, assessment practices and service delivery across participating Group entities.
• Establish and govern recruitment service-level agreements, approval workflows, escalation protocols and operating arrangements.
• Ensure recruitment requests are supported by approved manpower, current job descriptions and the appropriate authorisations.
• Maintain complete, accurate and auditable recruitment and selection documentation.
• Ensure compliance with applicable employment legislation, internal policies, fair hiring principles and candidate data-protection requirements.
• Drive continuous improvement initiatives that enhance recruitment speed, quality, consistency, cost-effectiveness and candidate experience.
  

• Optimise the use of the HRMS Applicant Tracking System and ensure data completeness, accuracy and timely status updates.
• Identify and implement appropriate automation and AI-enabled recruitment solutions, subject to applicable governance, data-protection, fairness and human-oversight requirements. 
• Develop and maintain Group recruitment dashboards, management reports and agreed performance measures.
• Analyse hiring needs, sourcing effectiveness, candidate conversion, talent supply and recruitment service performance.
• Develop recruitment forecasting and trend-analysis capabilities to identify emerging hiring requirements, talent-supply constraints and workforce risks.
• Provide timely executive reports, insights and recommendations to Head of Human Resources.

• Manage recruitment agencies, executive-search firms, assessment providers, job portals and other recruitment service providers.
• Establish vendor appointment, usage, service and performance-management standards.
• Negotiate recruitment contracts and commercial terms in accordance with procurement and approval requirements.
• Monitor vendor quality, responsiveness, cost, compliance and overall value delivered.
• Prepare and manage the annual recruitment budget and ensure appropriate cost control and budget adherence.

• Establish clear working arrangements and service-level expectations among the Group Resourcing Hub, HR Business Partners, entity HR teams and hiring managers.
• Ensure appropriate ownership of workforce planning, recruitment delivery, selection decisions, approvals and onboarding handovers.
• Manage stakeholder expectations and resolve service issues or recruitment bottlenecks through timely escalation and action.

• Lead and develop the Group Resourcing team in accordance with the approved organisation structure.
• Provide functional leadership and capability-building support to employees involved in the recruitment across the Group.
• Build a customer-focused, collaborative, accountable and high-performance service culture.
• Coach team members and recruitment stakeholders on structured interviewing, fair selection, candidate experience and process governance.
• Promote innovation, continuous improvement and knowledge sharing within the Group Resourcing Hub.
• Champion diversity, inclusion and fair hiring practices.

Additional Responsibilities

• Lead or participate in Group HR transformation and other strategic HR initiatives as assigned.
• Undertake other responsibilities reasonably assigned by the Head of Human Resources.

• Bachelor's Degree in Human Resources, Business Administration, Psychology, or a related field. Professional HR certification (CHRM, CIPD, SHRM, AHRI or equivalent) is an added advantage.
• Minimum 8-10 years of experience in Talent Acquisition, Recruitment or Resourcing, including at least 3 years in a leadership role.
• Proven track record in hiring executive, professional, technical and other critical talent across diverse functions.
• Experience within a multi-entity, shared services or centralized recruitment environment is preferred.
• Strong expertise in workforce planning, employer branding, talent sourcing, pipeline development and recruitment governance.
• Experience managing recruitment operations, including stakeholder engagement, service providers, agencies, budgets and service level agreements (SLAs).
• Proficient in leveraging ATS/HR technologies, recruitment analytics and market intelligence to drive hiring decisions; SAP SuccessFactors Recruiting experience is an advantage.

• Able to make and assess personal/team decisions and align actions with organisation’s vision and mission.
• Able to establish and maintain open/trusting relationships with colleagues and stakeholders to nurture collaborative partnerships and work towards a common goal.
• Able to contribute and encourage new ideas and approaches to support business growth; demonstrate openness to and enthusiasm for new initiatives and appropriately challenges the status quo; adapt and improvise quickly, appropriately, and decisively to internal/external changes.
• Able to display accountability for team and personal decisions/outcomes and take proactive actions to achieve results with dedication to follow through on commitments; create plans and manage resources to accomplish and deliver self and team’s commitments.
• Able to understand and prioritise stakeholders’ needs/expectations and develop solutions to improve service delivery.
• Able to appreciate the complex interrelationships between external factors and internal business operations and develop strategic plans in response to market shifts and shocks anchored on organisation's vision, purpose, and strategy.
• Able to nurture the culture of learning organisation.