Talent Acquisition Manager

The Global Talent Acquisition (TA) team is responsible for attracting, engaging, and hiring top talent to support business growth and operational excellence. Partnering closely with business leaders and HR, the team delivers strategic workforce planning, scalable recruitment delivery, and strong employer branding across the organization. This role leads Talent Acquisition for Thailand, covering high-volume manufacturing hiring as well as engineering, supply chain and corporate recruitment, and is accountable for building a high-performing, scalable TA team that delivers consistently through strong processes, coaching, and leadership. About the role - you will:

1. Lead Hiring Delivery At Scale

High-volume manufacturing roles (operators, technicians, production support) Engineering roles (e.g., process, manufacturing, R&D as relevant) Corporate functions (e.g., HR, Finance, Supply Chain, etc.)

Partner with site leadership and business stakeholders to align hiring strategies with production ramp and business priorities Ensure the team delivers against volume, speed, and quality targets across different hiring segments Balance scalable volume hiring with high-quality hiring for specialized roles

2. Build and Lead a High-Performing TA Team

Lead, develop, and coach a team of recruiters to deliver consistent, high-quality hiring outcomes Implement targeted actions to uplift overall team capability and make sound decisions on performance management, development, or role fit Set clear expectations, goals, and accountability frameworks across the team

3. Establish Scalable Hiring Capability & Standards

High-volume manufacturing hiring Specialized engineering and corporate recruitment

Ensure structured onboarding and ramp-up for new recruiters with defined productivity milestones Drive consistency via calibration sessions, hiring reviews, audits and process governance

4. Scale Stakeholder Influence Through the Team

Ensure recruiters can independently influence and challenge hiring managers effectively Coach recruiters on stakeholder engagement, expectation setting, and pushback where needed Balance personal intervention with building team autonomy and maturity Strengthen partnerships with site leadership and corporate stakeholders through consistent delivery and credibility

5. Drive Operational Excellence & Continuous Improvement

Use data (e.g., hiring volume, funnel health, conversion rates, recruiter productivity) to diagnose issues and suggest solutions Lead and implement process improvements with strong adoption across the team  and continuously improve team productivity across both volume and specialized hiring Build a metrics-driven operating rhythm (reviews, dashboards, performance tracking) About you:

Strong people leader with proven ability to scale hiring results through a team Demonstrated experience managing both:

High-volume hiring environments (manufacturing/operations) Specialized hiring (engineering and/or corporate roles)

Highly structured in coaching, performance management, and capability building Able to build repeatable systems and hiring engines, not rely on individual effort Data-driven and operationally strong, with ability to manage multiple hiring models simultaneously Strong stakeholder management skills across plant leadership and corporate functions Focused on building independent, high-performing recruiters Your experience includes:

Proven experience leading a Talent Acquisition team (required) Significant experience in:

High-volume manufacturing hiring Engineering and/or corporate recruitment

Demonstrated success managing team performance and coaching underperformers Experience building playbooks, frameworks, or standardized recruitment processes Track record of improving team productivity