Talent Acquisition Director

The Talent Acquisition Director will lead the Talent Acquisition and Employer Branding agenda to ensure the organization has the right talent, right skills, at the right time to support business growth. The TA Director is accountable not only for filling vacancies, but also for building sustainable talent pipelines, strengthening skills-based hiring, improving hiring quality, enhancing employer attractiveness, and building a high-performing TA team.-KEY RESPONSIBILITIES:Talent Acquisition Strategy & Workforce AlignmentDevelop annual and medium-term TA strategy aligned with business strategy and workforce plan.Translate business growth requirements into hiring priorities by function, location and critical skills.Strategic Sourcing & Talent PipelineBuild sustainable sourcing channels for critical and difficult-to-hire positions.Conduct external talent mapping for leadership and specialist roles.Skills-Based Hiring & SelectionImplement structured interviews, competency assessment, technical assessment and business cases where appropriate.Ensure hiring decisions are evidence-based, fair and consistent.Recruitment Delivery & Quality of HireDeliver workforce demand within agreed SLA while protecting hiring quality.Monitor Time to Fill, vacancy aging, offer acceptance, probation success and Quality of Hire.Hiring Manager Partnership & GovernanceAct as strategic recruitment partner to business leaders.Establish clear accountability between TA and Hiring Managers.Employer Branding & Talent AttractionOwn Employer Branding strategy aligned with EVP and target talent segments.Strengthen employer presence through LinkedIn, social media, employee stories, leadership visibility, university relations and recruitment events.Link Employer Branding activities to measurable talent attraction and hiring outcomes.Candidate ExperienceDesign a professional and transparent candidate journey from sourcing to onboarding handover.Monitor candidate feedback and continuously improve recruitment touchpoints.TA Analytics & Talent Market IntelligenceBuild TA dashboards and provide insights on talent availability, salary expectations, competitor hiring and critical skill shortages.Analyze sourcing-channel effectiveness and recruiter productivity.TA Team Leadership, Motivation & DevelopmentLead, coach and develop the TA team to build strong capability in sourcing, assessment, stakeholder management and talent advisory.Set clear team and individual KPIs linked to business and recruitment outcomes.Create individual development plans for TA team members and identify future team successors.Build career paths and learning opportunities to improve recruiter capability and retention.Recognize high performance and celebrate successful hiring outcomes.Recruitment Governance & TechnologyStandardize recruitment processes, policies, assessment methodology and data discipline.Improve recruiter productivity through process simplification and automation.Ensure candidate data privacy, fairness and ethical use of recruitment technology.-REQUIREMENTS:Bachelor’s degree in HR, Business Administration, Psychology or related disciplinesMinimum 10 years of recruitment/TA experience. Manufacturing, FMCG, agriculture or consumer-related industry experience is an advantage.At least 5 years managing a TA function or sizable recruitment team.Hands-on experience in direct sourcing, executive search and talent mapping.Hands-on experience implementing structured and skills-based hiring.Strong Employer Branding experience.Proven track record of building, motivating and developing high-performing TA teams.