Aonic Hiring! Full Time Talent Acquisition Manager in Selangor, Earn up to MYR 10,000 - Ricebowl

Requirements

• Degree in HR Management, Business Administration, Psychology, or related field.
• 6–8 years of HR experience, including at least 4 years in recruitment/talent acquisition (high-volume and specialist hiring).
• Hands-on experience with job portals, social media sourcing, recruitment budgeting, and applicant tracking systems.
• Experience in retail, technical, or field operations is an advantage.

Key Competencies

• Strategic thinker who links hiring to business plans and manpower needs.
• Confident advising senior stakeholders on hiring needs.
• Data-driven in tracking metrics and adjusting channels and spend.
• Strong process thinking — documents, simplifies, and improves how work is done.
• Develops and motivates a small team while staying hands-on.
• Works with Marketing, Finance, IT vendors and branch teams without direct authority.
• Good written and spoken English and Bahasa Malaysia.

Job Purpose

Leads Aonic's talent acquisition so that the right people are hired quickly, through the right channels and within budget. Turns approved manpower plans into department and group org charts and recruitment plans, keeps job descriptions current, and improves the onboarding, offboarding and work-support processes that employees rely on. Works with Marketing to build the employer brand and leads the Executive who runs day-to-day recruitment.

Key Responsibilities

A. Strategic Talent Acquisition

• Build the annual recruitment plan per department, with timelines and budget.
• Select and review sourcing channels (portals, social media, referrals, schools, career fairs) on cost and quality; shift spend to what performs.
• Propose the recruitment budget and track cost-per-hire.
• Trial new ways of attracting candidates and measure results.
• Personally lead hiring for critical and specialist roles.
• Track recruitment metrics (time-to-fill, cost-per-hire, offer acceptance, early retention) and recommend improvements.

B. Recruitment Operations & Team Leadership

• Oversee the Executive's day-to-day recruitment for volume roles (pilots, maintenance, retail).
• Review each manpower requisition against the approved plan and confirm a current job description exists before sourcing.
• Set the standard for turning a requisition into a clear job advert.
• Align with hiring managers on requirements, shortlist standards and timelines.
• Coach and develop the Executive and intern with clear priorities and regular check-ins.

C. Employer Branding & Onboarding Experience

• Work with Marketing on employer-branding activities: career fairs, referral programme, recruitment content.
• Keep onboarding materials current; review annually.
• Ensure new joiners are onboarded within their first week; track probation reviews to completion.

D. Onboarding, Offboarding & Work Support Improvement

• Document onboarding, offboarding and probation processes end to end, with owners and turnaround standards.
• Improve at least one people process each quarter, measuring time or errors saved.
• Oversee work-support services (IT support, facilities, maintenance, vending); review vendor service levels quarterly.
• Ensure new-joiner kits (access card, vending card, apparel) are ready on day one.

E. Manpower Planning Support & Job Description Management

• Support manpower planning by converting approved plans into department org charts.
• Consolidate department org charts into the group org chart.
• Produce the recruitment plan from the group org chart after approval.
• Maintain a current job description for every role; review with department heads annually.