Talent Acquisition Specialist - Puerto Princesa - Palawan Group of Companies

Paglalarawan

GENERAL RESPONSIBILITIES

The Talent Acquisition Specialist – Account Management is a trusted hiring advisor, not merely a recruiter. He/she is responsible for managing end-to-end hiring delivery for assigned business units, clusters, or functions, serving as the primary interface between the business and the Talent Acquisition function.

The role exists to ensure high-quality demand intake, effective hiring strategy execution, and consistent delivery of recruitment outcomes within approved workforce plans, policies, and service level agreements. Within defined governance and escalation frameworks, the position balances speed, quality, and compliance to support business growth, operational continuity, and the organization's Road to 2x objectives.

MINIMUM REQUIREMENTS

Education: Bachelor's Degree in Human Resources, Psychology, Business Administration, or related discipline.

- Advantage:

> Training in Behavioral Interviewing or Competency-Based Interviewing

> Exposure to HR Analytics or Workforce Planning

> Certification in Recruitment or Talent Management

Related Experience: Minimum: 3–5 years in Talent Acquisition or Account-Based Hiring.

- Must-Have Exposure:

> End-to-end recruitment lifecycle management

> Managing multiple hiring managers or business units simultaneously

> Handling volume hiring and specialist/managerial roles

> Conducting demand intake and validating job requirements

> Experience working within workforce plans and SLA-driven environments

- Strong Advantage:

> Experience in financial services, retail, multi-branch, or fast-scaling organizations

> Exposure to structured governance frameworks

> Experience handling senior-level stakeholder engagement

> Experience balancing hiring speed vs. quality vs. compliance

Knowledge (knowledgeable in the following):

- Recruitment Operations

> End-to-end recruitment process management

> Requisition validation and demand intake structuring

> Interview design and candidate assessment techniques

> Offer management and negotiation coordination

> Pre-employment documentation compliance

- Systems & Metrics

> ATS and HRIS proficiency (SAP SF)

> Hiring tracker management

> SLA monitoring and aging reports

> Recruitment metrics interpretation:

- Time-to-fill

- Fill rate

- Offer acceptance rate

- Hiring manager satisfaction

- Strategy Execution

> Account-based hiring strategy development

> Workforce demand prioritization

> Hiring pipeline coordination with sourcing partners

> Risk identification (aging roles, bottlenecks, drop-offs)

Behavioral Skills:

1. Stakeholder Management

- Strong business partnership orientation

- Ability to influence hiring managers constructively

- Confident in setting realistic timelines and expectations

2. Communication & Clarity

- Structured intake discussions

- Clear articulation of hiring standards

- Transparent updates and escalation discipline

3. Planning & Prioritization

- Handles multiple accounts without losing visibility

- Strong task sequencing and timeline management

- Proactive follow-up discipline

4. Decision-Making & Judgment

- Screens and endorses candidates with quality standards

- Balances speed and cultural alignment

- Escalates appropriately within governance structure

5. Customer-Centric Mindset

- Protects candidate experience

- Guides hiring managers to improve interview quality

- Ensures professional representation of the organization