Sourceo Hiring! Full Time Manager, Talent Acquisition in - Ricebowl

Key Responsibilities

1. Strategic Talent Acquisition & Business Partnership

• Partner Hiring Managers and HR stakeholders to understand business strategy, workforce priorities and emerging capability requirements to translate business needs into practical and forward-looking talent acquisition strategies.
• Advise stakeholders on talent availability, market conditions, compensation expectations, competitor activity and realistic hiring timelines.
• Challenge hiring requirements constructively and help Hiring Managers differentiate between critical skills, trainable capabilities and traditional credential requirements.
• Translate business strategy, technology transformation and purpose into compelling talent narratives.

2. End-to-End Recruitment Excellence

• Manage the full recruitment lifecycle from intake and sourcing through assessment, offer and onboarding.
• Develop differentiated sourcing strategies for specialist, niche and high-volume requirements.
• Drive strong recruitment discipline including timely feedback, pipeline management and closure of aged vacancies.
• Ensure recruitment practices remain compliant with applicable employment legislation, internal policies and fair hiring principles.

3. AI, Automation & Digital Recruitment

• Champion the adoption of AI and automation across Talent Acquisition to improve speed, quality and recruiter productivity.
• Use AI-enabled tools to support areas such as talent sourcing, CV screening, job description development, candidate engagement and interview preparation.
• Identify repetitive recruitment activities that can be automated or redesigned.
• Maintain appropriate human oversight and responsible use of AI in hiring decisions.

4. Talent Intelligence & Proactive Sourcing

• Build talent pipelines before vacancies arise, particularly for critical and emerging skills.
• Conduct external talent mapping and competitor intelligence to identify where key capabilities reside.
• Develop talent communities for recurring and difficult-to-hire skill areas, and utilise market intelligence to advise the business on talent scarcity, location strategy, skills adjacency and alternative talent pools.
• Convert sourcing insights into actionable recommendations for business and workforce planning.
• Provide Hiring Managers and leadership with clear insights on recruitment performance and talent-market conditions.

Requirements

• Bachelor's degree or equivalent professional experience.
• Approximately 6–10 years of Talent Acquisition or recruitment experience, preferably within a complex, fast-moving organisation.
• Strong end-to-end recruitment and direct sourcing capability for evolving, specialist or difficult-to-hire capabilities.
• Demonstrated ability to manage multiple stakeholders and influence Hiring Managers.
• Strong analytical mindset with the ability to interpret recruitment data and translate insights into action.
• Familiarity with ATS platforms, sourcing technologies, recruitment analytics and utility of AI-enabled recruitment tools.
• Good understanding of fair and responsible hiring practices.
• Experienced in talent mapping, workforce planning, employer branding and TA transformation work.