DUTIES AND RESPONSIBILITIES

Talent Acquisition Strategy & Workforce Planning

• Develop, implement, and continuously refine the organization’s talent acquisition strategy to support business growth, expansion, and operational efficiency
• Work closely with executive leadership and department heads to understand business plans, operational targets, and workforce demands
• Translate business and operational goals into short-term and long-term hiring plans
• Conduct regular workforce planning and talent gap analyses to proactively address current and future staffing needs
• Advise management on recruitment trends, market availability of talent, and competitive hiring practices within the logistics sector

End-to-End Recruitment Management

• Own and manage the full recruitment lifecycle from requisition approval through onboarding for all roles across the organization
• Lead recruitment for high-volume, specialist, and leadership roles while ensuring speed, quality, and cost efficiency
• Develop role-specific recruitment plans, timelines, and sourcing strategies for each vacancy
• Conduct in-depth candidate screening, interviews, and assessments using structured, behavioral, and competency-based techniques
• Facilitate and guide interview panels, ensuring fair, objective, and consistent candidate evaluation
• Provide expert recommendations to hiring managers and support final hiring decisions

Sourcing, Talent Pipelining & Employer Branding

• Design innovative sourcing strategies to attract top talent through job portals, social media platforms, professional networks, referrals, career fairs, and headhunting
• Actively build and maintain strong talent pipelines for critical, recurring, and hard-to-fill roles
• Leverage data and market intelligence to identify new and effective sourcing channels
• Strengthen the company’s employer brand by promoting its culture, values, and employee value proposition
• Collaborate with marketing or communications teams to develop recruitment campaigns and branded hiring content

Stakeholder & Hiring Manager Engagement

• Act as a trusted recruitment advisor to hiring managers and business leaders
• Educate and coach hiring managers on best practices in interviewing, candidate assessment, and selection
• Manage stakeholder expectations by providing clear recruitment timelines, updates, and market insights
• Ensure a consistent and positive candidate experience across all touchpoints

Offer Management & Onboarding

• Lead offer management including salary benchmarking, negotiations, and offer approvals
• Coordinate issuance of offer letters and employment contracts in collaboration with HR and Finance
• Manage pre-employment processes such as reference checks, background checks, and documentation
• Partner with HR to ensure smooth onboarding and induction of new hires

Recruitment Metrics, Reporting & Compliance

• Track, analyze, and report on key recruitment metrics including time-to-fill, cost-per-hire, source effectiveness, and quality of hire
• Use recruitment data to drive continuous improvement and optimize hiring processes
• Prepare detailed recruitment reports and dashboards for management review
• Ensure all recruitment activities comply with labor laws, internal policies, and ethical recruitment standards

Vendor & Process Management

• Manage relationships with external recruitment agencies, job boards, and other talent partners
• Negotiate service agreements, monitor performance, and ensure value for money
• Review and enhance recruitment tools, systems, and processes to improve efficiency and scalability

Leadership & Continuous Improvement

• Provide leadership, mentorship, and guidance to recruitment team members (where applicable)
• Identify opportunities for process improvement, automation, and innovation within the recruitment function
• Stay up to date with industry trends, emerging recruitment technologies, and best practices

KEY REQUIREMENT SKILLS AND QUALIFICATION

• Degree in Human Resource Management, Business Administration, or a related field
• Professional HR qualification (e.g., CHRP, IHRM or equivalent)
• Minimum of 5–7 years’ experience in talent acquisition or recruitment, with at least 2 years in a managerial or lead role
• Prior experience recruiting within the logistics, supply chain, or fast-paced operational environments is an added advantage
• Strong understanding of recruitment strategies, workforce planning, and employer branding
• Proven ability to manage multiple roles and priorities in a high-volume hiring environment