Talent Acquisition Specialist

Role Overview

Working with the Country Lead for Talent Acquisition and Employer Branding, this role manages recruitment from workforce planning and candidate sourcing through selection, hiring and onboarding. It helps the organisation secure the right talent on time while strengthening how the employer is presented to prospective and current employees.

Key Responsibilities

• Turn talent acquisition plans into practical sourcing and assessment activity, building strong pipelines for both active and passive candidates.
• Identify suitable internal talent and anticipate future hiring needs, developing talent pools for priority roles to help reduce vacancy and hiring times.
• Manage the end-to-end recruitment process, using appropriate selection methods and assessments to support sound hiring decisions and a positive candidate experience.
• Coordinate with hiring managers, business leaders and HR partners to clarify staffing needs, review recruitment plans and provide talent acquisition advice.
• Track vacancy progress and follow up with recruiting managers to assess the effectiveness of recruitment activity and keep priority roles moving.
• Represent the employer value proposition to internal and external audiences and build productive relationships with external recruitment agencies.
• Support new employees through onboarding, monitor their joining experience and help ensure they can contribute effectively.
• Maintain accurate recruitment and assessment records and provide reliable data for functional reviews, reporting and recruitment metrics.

Requirements & Qualifications

• Bachelor’s degree and a postgraduate qualification in Human Resources.
• Membership of IHRM.
• Three to five years of relevant experience in talent acquisition or recruitment, with a proven track record in an FMCG or manufacturing organisation.
• Practical experience managing full-cycle recruitment, including varied interview techniques and candidate evaluation methods.
• Knowledge of applicant tracking systems and confidence using psychometric and competency assessment tools.
• Strong competency-based interviewing ability, with effective written and verbal communication.
• Ability to build professional networks, work effectively with people, influence stakeholders, present information, and produce clear written reports.