Senior Talent Acquisition Officer

Job Description

JOB RESPONSIBILITIES:

1. Manpower Planning & Recruitment Coordination

• Support the HR Manager in preparing manpower plans with Operations, Sales, and relevant departments to ensure hiring priorities are aligned with business and service delivery needs.
• Review and update job descriptions for both back-office and frontline operation roles based on actual job requirements.
• Coordinate with hiring managers to understand vacancy needs, replacement requests, project-based manpower requirements, and candidate profiles.

1. End-to-End Recruitment

• Manage end-to-end recruitment for back-office and frontline operation roles, including sourcing, screening, shortlisting, interviewing, interview coordination, and selection follow-up.
• Ensure timely fulfillment of approved vacancies, urgent replacements, and project-based manpower needs.
• Maintain a positive candidate experience through clear communication, timely follow-up, and professional coordination.
• Build and maintain talent pipelines for key positions, including office support, Sales, Operations, and frontline roles.
• Develop standby manpower pools to support urgent frontline hiring and replacement needs.

1. Sourcing & Employer Branding

• Source candidates through job portals, social media, referrals, talent pipelines, community networks, schools, TVET institutions, and other manpower sources.
• Build and maintain partnerships with schools, TVET institutions, communities, worker networks, and manpower sources to strengthen long-term recruitment channels.
• Support employer branding activities such as recruitment events, job talks, career fairs, school/TVET engagement, and social media recruitment campaigns.
• Coordinate job announcements through internal channels, Facebook, LinkedIn, Telegram, job portals, recruitment agencies, referrals, and other suitable platforms.
• Support bilingual recruitment and employer branding content in Khmer and English to promote company’s culture, values, career opportunities, and frontline career pathways.
• Work with the relevant team to prepare recruitment posters, digital content, and employer branding materials aligned with company branding.

1. Pre-Onboarding & Onboarding Handover

• Coordinate pre-onboarding preparation, including candidate document collection, start date confirmation, employment information, and required joining arrangements.
• Ensure new joiner information is properly handed over to HR Operations before the employee’s start date.
• Coordinate with relevant departments to prepare basic work arrangements such as reporting line, work location, uniform/PPE, tools, or other role-related requirements where applicable.
• Follow up on new joiner arrival and support the first-day onboarding arrangement to ensure a smooth joining experience.
• Provide recruitment-to-onboarding handover records to support HR Operations, training, and employee follow-up.

1. Recruitment Reporting & Process Improvement

• Maintain recruitment tracking reports, including CV received, screening status, interview progress, hiring status, time-to-fill, source effectiveness, and candidate pool updates.
• Monitor recruitment market trends, salary expectations, competitor hiring movement, and candidate availability to support better hiring decisions.
• Use recruitment data and channel performance to provide insights and improve sourcing effectiveness.
• Support the HR Manager in improving recruitment workflows, recruitment-related SOPs, interview forms, tracking tools, and candidate database management.
• Ensure recruitment practices and candidate records are handled professionally, confidentially, and in line with company policy and labor law requirements.

Job Requirements

• Minimum 2-3 years of experience in Talent Acquisition, Recruitment, Employer Branding, or HR-related functions.
• Proven experience managing end-to-end recruitment and working with hiring managers or department heads.
• Experience handling both back-office and frontline/operation recruitment is preferred.
• Experience in employer branding, social media recruitment, candidate engagement, or recruitment content coordination is an advantage.
• Experience working with schools, TVET institutions, communities, referrals, or manpower networks is an advantage.
• Good understanding of sourcing channels, talent pipelines, recruitment tracking, candidate market trends, and recruitment reporting.
• Strong communication, coordination, follow-up, stakeholder management, and problem-solving skills.
• Able to work under pressure and support urgent recruitment needs in a fast-moving service environment.
• Detail-oriented, proactive, accountable, and able to manage multiple vacancies at the same time.
• Good command of Khmer and English.
• Proficient in Microsoft Office, Google Workspace, recruitment tracking tools, and social media recruitment platforms.