Job Purpose

Lead Aonic’s talent acquisition strategy to ensure the right people are hired efficiently, through the right channels and within budget.
Translate approved manpower plans into department and group organisational charts and recruitment plans.
Ensure job descriptions remain current and relevant.
Improve onboarding, offboarding and work-support processes to enhance the employee experience.
Collaborate with Marketing to strengthen Aonic’s employer brand.
Lead and develop the Recruitment Executive responsible for day-to-day recruitment operations.

Key Responsibilities

A. Strategic Talent Acquisition

Develop annual recruitment plans for each department, including timelines and budgets.
Evaluate and optimise sourcing channels, including job portals, social media, employee referrals, educational institutions and career fairs, based on cost and candidate quality.
Propose the recruitment budget and monitor cost-per-hire.
Explore and implement innovative recruitment strategies to attract suitable candidates, measuring their effectiveness.
Lead recruitment for critical, senior and specialist positions.
Monitor recruitment metrics, including time-to-fill, cost-per-hire, offer acceptance rate and early employee retention, and recommend improvements.

B. Recruitment Operations and Team Leadership

Oversee the Recruitment Executive’s day-to-day recruitment activities for high-volume roles, including pilots, maintenance and retail positions.
Review manpower requisitions against approved manpower plans and ensure updated job descriptions are available before recruitment begins.
Establish standards for developing clear, accurate and effective job advertisements.
Work closely with hiring managers to align on job requirements, candidate shortlisting criteria and recruitment timelines.
Coach and develop the Recruitment Executive and intern by setting clear priorities, providing guidance and conducting regular check-ins.

C. Employer Branding and Onboarding Experience

Collaborate with Marketing to develop and implement employer-branding initiatives, including career fairs, employee referral programmes and recruitment content.
Ensure onboarding materials remain accurate and relevant through annual reviews and updates.
Ensure new employees complete onboarding within their first week.
Monitor probation reviews and ensure they are completed within the required timelines.

D. Onboarding, Offboarding and Work-Support Improvement

Document end-to-end onboarding, offboarding and probation processes, including process owners and turnaround-time standards.
Identify and implement at least one people-process improvement each quarter, measuring time saved or errors reduced.
Oversee work-support services, including IT support, facilities, maintenance and vending services.
Review vendor performance and service levels quarterly to ensure service quality and operational efficiency.
Ensure new-joiner essentials, including access cards, vending cards and apparel, are prepared and available on the employee’s first day.

E. Manpower Planning Support and Job Description Management

Support manpower planning by translating approved manpower plans into department organisational charts.
Consolidate departmental organisational charts into the group organisational chart.
Develop the recruitment plan based on the approved group organisational chart.
Maintain updated job descriptions for all roles.
Conduct annual job description reviews with department heads to ensure role requirements and responsibilities remain relevant.

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