QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or a related field (Master’s degree preferred)
• Minimum of 10 years of recruitment experience, with at least 3 years in a managerial role in Retail, Technology Industry.
• Proven success in high-volume hiring within the retail sector
• Strong understanding of retail organizational structures and seasonal workforce dynamics
• Advanced English proficiency, with strong written and verbal communication skills
• Strong analytical mindset with the ability to produce and interpret recruitment data and reports
• Excellent stakeholder management, negotiation, and team leadership skills
• Ability to manage multiple priorities effectively in a dynamic, fast-paced retail environment
• Experience in international or multi-brand retail organizations
• Demonstrated experience implementing diversity hiring initiatives and inclusive recruitment strategies
• Strong project management skills with ability to lead cross-functional initiatives
• Experience with employer branding campaigns and talent marketing strategies
• Ability to leverage data-driven insights to continuously improve recruitment outcomes

JOB DESCRIPTION

• Design and implement scalable recruitment strategies for store-level, head office, and regional hiring needs
• Lead, mentor, and manage the recruitment team to deliver high-quality hiring outcomes
• Collaborate with business unit leaders to determine hiring plans and priorities
• Develop and track recruitment KPIs; regularly report on metrics such as time-to-hire, quality of hire, and candidate pipeline
• Strengthen employer branding through social media, career fairs, and partnerships with educational institutions
• Ensure compliance with legal regulations and internal policies across various locations
• Manage relationships with external recruitment agencies and platforms
• Identify and implement improvements to enhance candidate experience and recruitment process efficiency
• Uphold diversity, equity, and inclusion (DEI) principles in all recruitment processes
• Monitor market trends, salary benchmarks, and competitor hiring strategies
• Drive innovative sourcing strategies including leveraging emerging recruitment technologies and social recruiting
• Oversee talent pipeline development for critical and hard-to-fill positions to ensure long-term business continuity
• Facilitate and improve onboarding processes in collaboration with HR and operational teams to enhance new hire integration
• Conduct regular training sessions for hiring managers on best recruitment practices and compliance
• Manage recruitment budgets, ensuring cost-effective hiring without compromising quality