TREE ART Hiring! Full Time HR Manager (Talent Acquisition) in Federal Territory - Ricebowl

HR Manager (Talent Acquisition)

Location: Singapore & Kuala Lumpur, Malaysia

Working Hours: Monday – Friday, 9:00am – 6:00pm (Weekends off)

1. Job Description

About Us

We are a fast-growing children's and youth enrichment education group headquartered in Singapore, with a presence in Malaysia. Our portfolio of education brandsspans art, coding& robotics, STEM and creative technology, kids' programmes and educational travel, delivered through a network of 30+ campuses. Our educators, campus teams and headquarters functions are at the heart of the learning experience we create for children and families, and we are building a talent acquisition function that can keep pace with our expansion.

Position Overview

The HR Manager (Talent Acquisition) takes full ownership of recruitment across all of the group's education brands in Singapore and Malaysia — building and optimizing the hiring system,and leading the recruitment team to meet annual talent acquisition goals. This role is not only about "filling positions," but about hiring the right people, hiring fast, and hiring people who stay. Through data-driven operations, the manager continuously improves recruitment efficiency and quality, ensuring a stable pipeline of teaching and non-teaching talent — from art and STEM instructors to centre managers, course consultants and headquarters staff — to support the group's continued expansion across its 30+ campus network.

The ideal candidatehas end-to-end recruitment experience, strong skills in channelmanagement and data analysis, and is able to independently handle the full hiring cycle — from stakeholder alignment and channel development to interview evaluation and offer negotiation. Most importantly, they are motivated to turn recruitment into a repeatable, measurable system.

Responsibilities

Recruitment Strategy & Planning

• Own recruitment across all education brands and businessunits in Singapore and Malaysia, developing annual/quarterly hiring plans and talent maps
• Anticipate expansion needs by proactively building pipelines for key roles(including instructors, centre managers, course consultants and headquarters functions) and talent pools across the 30+ campus network
• Develop and optimize the recruitment budget, controlling Cost per Hire

End-to-End Recruitment Execution & Management

• Lead recruitment and offer negotiation for key roles(management, curriculum / academic leadership, and hard-to-fill specialist instructors such as coding, robotics and art educators)
• Establish and maintain a standardized hiringprocess (JD writing,resume screening, interview evaluation, background checks, offers), taking into accountlocal requirements in each market
• Design structured interview question banksand evaluation criteriato improve candidate assessment accuracy

Channel Development & Employer Branding

• Expand and maintain diverserecruitment channels in both markets(LinkedIn, job platforms, referrals, campus hiring, headhunters, etc.)
• Build an internal referralprogram to increasereferral share and conversion, and develop partnerships with universities, polytechnics and art / tech schools for instructor pipelines
• Contribute to employer brandingto position the group as an employerof choice for educators and creative / tech talent

Team Management & Process Optimization

• Lead and develop the recruitment team (TA Specialists) across Singapore and Kuala Lumpur
• Drive recruitment decisions with data and deliver regular hiring analytics reports
• Optimize the use of the ATS / recruitment system and drive digitalization of the hiring process

Cross-Functional Collaboration & Ad Hoc Support

• Maintain frequentcommunication with hiringmanagers and campusleaders to improverecruitment satisfaction
• Coordinate with other HR functions (compensation, onboarding, training) to ensure smoothtalent delivery and handover
• Provide ad hoc supportto the Shared Service Centre(SSC) on payrolland to the annual performance review (yearly review) process

Requirements

• Bachelor's degree or above; degrees in Human ResourceManagement, Psychology, Business Administration, or related fields are preferred
• 5+ years of recruitment experience, including 2+ years managing a recruitment team
• Familiar with the full-cycle recruitment process, with a trackrecord of hiringfor mid-to-senior and management roles
• Experience in education, enrichment, childcare or othermulti-centre / multi-brand organizations is a strong plus
• Proficient with LinkedIn, job platforms, and ATS recruitment systems
• Strong data analysis skills, able to use recruitment data to guide decisions
• Excellent communication, negotiation, and cross-functional collaboration skills
• Responsible, results-oriented, and able to work well under pressure
• Fluent in English and Mandarin; able to work across Singapore and Malaysia teams,with occasional travel between the two

2.Benefits

Remuneration

• Competitive package, commensurate with experience and capability

Statutory Benefits

• In accordance with local labour laws — CPF (Singapore); EPF, SOCSO, EIS (Malaysia); plus annual leave, sick leave and medical coverage

3.Performance Goals (OKR)

Recruitment work is organized around the following three pillars. Specific targets (Key Results) will be defined and adjusted jointly after onboarding, based on the group's actual business scale, expansion pace, and budget.

Pillar 1: Recruitment Efficiency (Weight 40%)

Hire fast, hire cost-effectively

Focus areas: fulfillment rate, average Time to Hire, on-time fill rate for key roles, and Cost per Hire.

Pillar 2: Recruitment Quality (Weight 35%)

Hire the right people, keep them

Focus areas: probation pass rate, 3–6 month new-hire retention, hiring manager satisfaction, and offer acceptance rate.

Pillar 3: Channels & Team Building (Weight 25%)

Strong system, sustainable pipeline

Focus areas: referral share, effective channel expansion, talent pool development, and team development & process optimization.

Note: The three pillars total 100% and represent the work direction and evaluation framework. Specific metrics and target values will be set as OKRs after onboarding and adjusted dynamically according to actual circumstances.