Talent Acquisition and Talent Management Supervisor

Job Purpose

An Automotive company is hiring a Talent Acquisition and Talent Management Supervisor t o manage and oversee the company's TA and TM activities, ensuring the attraction, selection, development, and retention of qualified employees in alignment with business requirements and organizational objectives. The role is responsible for managing recruitment processes, workforce planning coordination, probation period evaluation, talent identification, succession planning, and employee development initiatives, while ensuring effective talent practices and supporting the company's organizational growth.

Key Responsibilities

A. Talent Acquisition & Recruitment Management

• End-to-End Recruitment: Manage the full recruitment lifecycle (sourcing, screening, interviewing, assessment, and offer negotiations) for white-collar and blue-collar vacancies across all branches and brands.
• Timely Fulfillment & SLA Control: Ensure timely recruitment fulfillment and monitor open vacancies against agreed recruitment timelines.
• Selection Governance: Oversee candidate evaluation, structured interview feedback, and selection documentation to ensure consistency, objectivity, and transparency.
• Sourcing & Employer Branding: Leverage job portals, professional networks and internal referrals to attract top talent and promote employer brand.
• Onboarding: Oversee pre-employment requirements and deliver structured orientation programs to ensure smooth candidate integration.
• Recruitment Metrics: Monitor recruitment KPIs and prepare periodic reports on hiring progress, recruitment costs, and hiring effectiveness.

B. Manpower Planning & Organizational Alignment

• Workforce Requirement Identification: Coordinate with department heads to identify current and future manpower requirements based on operational needs and approved organizational structures.
• Headcount & Vacancy Monitoring: Monitor approved headcount, vacancies, new positions, replacements, and manpower utilization across departments and branches.
• Planning & Budget Support: Support the preparation and review of annual manpower plans and recruitment budgets.
• Structural Alignment: Ensure recruitment requests strictly align with approved job descriptions, job titles, reporting lines, and organizational structures.
• Workforce Gap Analysis: Identify workforce gaps and communicate recruitment priorities and potential resource challenges to HR management.
• Manpower Reporting: Maintain accurate manpower and vacancy reports across all departments and branch locations.

C. Talent Identification, Succession & Career Development

• Talent Calibration: Identify high-potential employees and critical roles through structured talent reviews and competency assessments.
• Career Paths & Progression: Support the development of career paths and progression frameworks in coordination with HR management and department heads.
• Internal Promotion & Mobility: Coordinate internal promotion and career development assessments based on performance, competencies, and job requirements to enhance employee development and retention.
• Succession & Pipeline Building: Support the development of succession plans, identify opportunities to develop internal talent for future organizational requirements, and track development progress for successors.
• Framework Alignment: Ensure career development initiatives align with the company's organizational structure, grading framework, and manpower plans.

D. Learning & Development (L&D) Coordination

• Training Needs Analysis (TNA): Consolidate training requirements from appraisal results and competency gaps to build the annual TNA and training plan.
• Program Execution & Evaluation: Coordinate internal/external training programs and monitor post-training feedback to evaluate effectiveness and ROI.
• IDP Support: Guide managers and employees in establishing actionable Individual Development Plans (IDPs).

Job Requirements

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience: 5–7 years of relevant HR experience, with at least 2 years in a supervisory role overseeing recruitment, manpower planning, performance management, and talent development. Automotive or multi-branch dealership experience preferred.
• Technical Knowledge: Hands-on expertise in competency-based interviewing, manpower planning and headcount management, performance appraisal systems, TNA/IDP execution, career development frameworks, ATS/HRIS platforms, and local labor regulations.

Personal Attributes

• Analytical & Detail-Oriented: Accurate in data management, reporting, candidate evaluation, and headcount tracking.
• Proactive & Solution-Driven: Takes quick initiative to clear recruitment bottlenecks, address workforce gaps, and resolve HR challenges.
• Strong Communicator: Excellent interpersonal skills with the ability to influence line managers, engage candidates, and facilitate career development discussions.
• Organized & Adaptable: Capable of prioritizing multi-departmental recruitment requests, manpower plans, and tight operational deadlines.