HCM - Talent Acquisition & HRBP Manager

Job Description

I. JOB BRIEF:

The Talent Acquisition and HRBP Manager is responsible for modernizing the talent acquisition processes, driving employee satisfaction and engagement, and managing internal communication and employee lifecycle initiatives.

This role will lead efforts to transform recruitment into a strategic talent acquisition function, streamline processes, enhance employer branding, and foster a culture of engagement and innovation.

HRBP to department leaders to advise and support in achieving their talent and people management goals ensuring to align HR strategies with business objectives.

II. DETAILED JOB DESCRIPTION:

1. Talent Acquisition:

- Develop and execute strategic talent acquisition plans to attract, engage, and retain top talent.

- Modernize recruitment practices, leveraging technology, data analytics, and innovative sourcing methods to streamline the application, screening, interviewing, and onboarding processes.

- Enhance employer branding through content, targeted campaigns, and strategic partnerships.

- Drive recruitment metrics, including but not limited to conversion rates, time-to-fill, time-to-start, offer acceptance rate, cost per hire, and quality of hire (new hire retention and attrition rates).

- Build a strong talent pipeline for both immediate and future organizational needs.

2. Employee Engagement & Satisfaction:

- Oversee all employee satisfaction and engagement initiatives, including satisfaction and engagement surveys, pulse surveys, application drop surveys, exit interviews, and other feedback mechanisms.

- Collaborate with cross-functional teams to implement initiatives that enhance workplace satisfaction and contribute to the company’s goal of becoming a top workplace.

- Act as the PMO for engagement-related projects, coordinating with stakeholders and tracking progress.

3. Events & Communications:

- Plan and execute key employee events, such as the year-end (TET) party, team-building activities, and year-round engagement programs.

- Manage the budget for all engagement activities and events, ensuring cost-effectiveness and impact.

- Oversee internal communications, including announcements, newsletters, and onboarding/offboarding processes, ensuring these are smooth, automated, and digitalized.

4. HR Business Partnering:

- Act as an HRBP to key departments, advising and supporting them in achieving their talent and people management goals.

- Work closely with department leaders and the Learning & Organizational Development team to align HR strategies with business objectives. Schedule quarterly meetings with C4, C5, and C6.

- Analyze data and provide actionable insights to improve workforce performance, engagement, and retention.

III. GENERAL RESPONSIBILITIES OF THE ROLE:

- Develop and implement team-specific strategies aligned with company goals.

- Drive departmental KPIs, ensuring optimal performance and collaboration.

- Collaborate with other departments to achieve cross-functional objectives.

- Manage budgets, streamline workflows, and implement HR best practices.

- Mentor and develop team members for professional growth.

- Report monthly to EMT on Talent Acquisition and HRBP progress and metrics.

Job Requirement

IV. REQUIREMENTS OF THE ROLE

Hard Skills:

- Proven experience in talent acquisition, employer branding, and HR business partnering.

- Strong understanding of modern recruitment tools and digital onboarding/offboarding platforms.

- Ability to analyze and act on HR-related data to improve processes and engagement.

- Project management skills to oversee multiple initiatives simultaneously.

- Familiarity with event management and internal communications tools (including SharePoint, Teams, Office suite, and preferably Microsoft Power Apps).

Soft Skills:

- Strategic thinker with a proactive approach to problem-solving.

- Strong interpersonal and communication skills to engage with diverse teams.

- Creative and innovative mindset for developing impactful HR programs.

- Ability to build and foster collaborative relationships across departments.

Education & Qualifications:

- Bachelor’s degree in HR, Business Administration, or a related field.

- 5+ years of experience in HR management, with a focus on Talent Acquisition, and employee engagement, preferably in the Retail/Fashion industry.

- Relevant certifications (e.g., PHR, SHRM-CP) are a plus.