Senior Executive / Assistant Director (Talent Acquisition)

• Reporting to a Deputy Director, the jobholder will manage the full recruitment life cycle (including the administrative matters) in close partnership with key organisational stakeholders. He/she will engage the hiring managers to gather manpower requirements and to manage the processes from selection to offer, as well as exit of staff.
• The jobholder will be the main point of contract to the business leaders to develop recruitment strategies with the aim to attract talent. He/she will be the subject matter expert in all recruitment related matters.
• The jobholder will be required to enhance branding strategies and work with other HR teams in areas of manpower planning, engagement and projects as assigned.
• The jobholder will need to manage the contract officers within the divisions by assessing the manpower requirements and the performance of the staff for confirmation or extension of contracts.
• The jobholder may be required to administer the internship process for the divisions under his/her charge.
• He/she may also be required to review policies in relation to the functional allowances for the Ministry, and to be involved in the whole-of-government type of developmental programmes, which include but not limited to posting, secondment and short-term attachments.

• [Data Analytics & Insights] The ability to use data and analytics across a range of HR functions to generate insights for forward planning.[HR Business Partnership] The ability to facilitate and develop holistic HR decisions, operations and initiatives based on business priorities, perspectives and desired outcomes.
• [Process Management] The ability to understand how different systems, processes and people interact and influence one another, and analyse processes using tools and methodologies (e.g., project management, benchmarking, process mapping, process re-engineering, workflow development, Agile, LEAN and Six Sigma), to enhance HR operations and transactions.
• [Recruitment & Employer Branding] The ability to articulate the organisation's unique identity, positioning it as an employer of choice and to develop and implement recruitment strategies (competency-based sourcing, assessment, and selection) contextualised to the organisation's workforce needs and goals.
• [Employee Experience]The ability to create and deliver a seamless and positive employee service journey experience in line with the employee value proposition and organisation brand, so as to meet employee's needs and organisation's goals.

• Relevant recruitment experience of at least 5 years in HR business partnership and/or recruitment roles, preferably in the public sector.
• Able to work in a fast-paced environment and familiar with the use of SAP system.
• Strong communication and stakeholder management skills.
• Able to work independently as well as in a team.

Ministry of Law