Total 52 Others level Human Resources job vacancies in Ho Chi Minh

The HR Generalist – Compensation & Benefits will play a pivotal role in managing and administering the organization’s compensation and benefits programs. This position will also contribute to broader HR activities, including compliance, payroll coordination, and employee support, fostering a positive work environment aligned with the company’s values and goals.

Payroll Coordination:

• Execute the periodic payrolls to ensure accurate and timely processing of employee salaries and benefits-related deductions.
• Verify and reconcile payroll changes, such as salary adjustments, bonuses, and benefits contributions.

Compliance & Reporting

• Ensure compliance with local labor laws, tax regulations, and internal policies related to compensation and benefits.
• Prepare and maintain accurate records for audits, reports, and compliance purposes.
• Monitor legislative changes and recommend updates to company policies and programs to maintain compliance.

Employee Relations & Support

• Act as a point of contact for employees regarding compensation, benefits, and HR policy inquiries.
• Assist in onboarding and offboarding processes, particularly in areas related to pay and benefits.
• Support HR initiatives and programs, such as performance reviews, engagement surveys, and workforce planning.

HR Projects

• Contribute to the development and implementation of HR projects, policies, and best practices.
• Partner with cross-functional teams to align HR programs with organizational goals.

POSITION OVERVIEW: The key responsibilities of a TA Sourcer is to focus on candidate sourcing and building pipelines of qualified candidates for various positions within AD. TA Sourcer work closely with recruiters and hiring managers to identify and engage with potential candidates

Key Responsibilities:

• Candidate Sourcing: Proactively source potential candidates using various methods such as online platform, social media, professional networks, Boolean searches, referrals, and other creative sourcing techniques. Identify and attract passive candidates who may not be actively seeking new opportunities.
• Candidate Engagement and Outreach: Reach out to potential candidates through personalized messaging, emails, and phone calls to introduce job opportunities.
• Candidate Screening: Conduct initial screenings of potential candidates to assess their qualifications, skills, and fit for specific positions. Evaluate resumes, portfolios, and other application materials to determine if candidates meet the basic requirements.
• Talent Pipelining: Build and maintain a network of qualified candidates for present and future hiring needs. Create talent pipelines and keep them engaged through regular communication, networking events, and talent community initiatives.
• Market research and Competitive Analysis: Stay informed about industry trends, competitor companies, and market dynamics to gain insights into talent availability, compensation packages, and emerging sourcing techniques. Use this information to inform sourcing strategies and attract top talent.
• Collaborative Partnership: Collaborate closely with TA Business Partners to understand business talent requirements and develop effective sourcing strategies. Provide regular updates on sourcing progress and share candidate insights and market intelligence.
• Candidate Evaluation and Recommendation: Assess candidates’ qualifications, skills, and cultural fit based on initial screenings. Make recommendations to TA Business Partner for further evaluation or interviews based on candidate profiles and initial assessments.
• Utilize Sourcing Tools and Technology: Leverage various sourcing tools, SmartRecruiter and recruitment platforms to enhance sourcing efficiency and effectiveness. Stay updated on emerging sourcing technologies and techniques.
• Candidate Experience: Ensure a positive candidate experience throughout the sourcing process. Respond promptly to candidate inquiries, provide regular updates, and ensure a smooth transition to the recruitment stage.
• Data Management and Reporting: Maintain accurate and up-to-date candidate data in SmartRecruiter. Generate reports and provide data-driven insights on sourcing metrics, such as sourcing channel effectiveness, candidate conversion rates, and time-to-fill.
• TA Projects: Involve in projects to continuously evaluate and improve talent acquisition processes, policies, and procedure. Implementing best practices, staying updated on recruitment trends, and suggesting innovative approaches to attract and retain top talent.

As a Senior HR Business Partner (HRBP), you will contribute to the development and execution of HR strategies that support our organizational goals. You will provide HR guidance and support to various stakeholders, helping to implement policies and practices while promoting a culture of engagement and performance excellence.

HR Counsel and Support (30%)

• Counsel on HR standard processes at Bosch.
• Advise on corporate policies for broad application to individuals or groups.
• Ensure smooth onboarding, offboarding, transfer processes, and orientation programs.
• Gather data and initiate reports as requested.
• Advise business leaders on any changes in local or company regulations that could impact the business.
• Roll out and frequently revisit policies, employee handbook, and working rules to ensure they are up to date.
• Work closely with business leaders in Career Development Discussions, Succession Planning, and Performance Management meetings.

HR Strategy and Stakeholder Partnership (30%)

• Consult with business leaders and provide daily HR guidance.
• Support HR leadership in developing and delivering HR initiatives.
• Advise the HR team on the effective delivery of HR policies and practices.
• Support the recruitment process.
• Engage in solving complex problems, proactively seeking out resources beyond HR disciplines and coordinating interactions to build solutions.
• Identify issues, needs, and trends by conducting research and analyzing available data to provide recommendations for decision-making.
• Assist with Learning & Development and coordinate technical development programs.
• Analyze trends and metrics within the HR department.
• Work closely with the business leaders to plan workforce needs.

Employee Relations and Talent Engagement (30%)

• Support activities that enhance organizational performance, promote diversity, develop a committed workforce, and build organizational capability that directly impacts business strategy (e.g., HR Info Day, Career Day, HR Connects, Leadership Connects).
• Lead and coordinate employee engagement surveys.
• Resolve complex employee relations issues and address grievances.
• Collaborate with business leaders and employees to improve work relationships, build morale, and increase productivity and retention.

Additional Responsibilities (10%)

Participate in cross-functional HR projects aimed at enhancing the employee experience, supporting the broader organizational goals and the business grow

Must-haves:

Work Location: ho chi minh city, Vietnam
Work Arrangement: Hybrid (2-3 days work onsite)
Work Schedule: Regular working hours
Specific requirements: Preferably with experience in Commercial Business hiring

Responsibilities:

• Complete a detailed job scope conversation with the hiring leader to determine position specifications.
• Timely review of applicants who have applied via the applicant tracking system.
• Build and deploy effective recruitment marketing campaigns specific to the job opening.
• Source candidates via resume databases and networking sites using sophisticated Boolean search language.
• Prepare candidates for interviews, providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter, additional counsel as needed.
• Ensure all candidates are provided with timely updates concerning the status of their applications and interviews.
• Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates.
• Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role.
• Apply consideration for factors relative to candidate fit to team and cultural fit.
• Continuously build talent pipeline to ensure there are multiple candidates in play at all times.
• Keep hiring manager up to date on any market changes that would impact the hiring process or talent community.
• Articulate a job offer and drives for candidate acceptance.
• Partner with the hiring manager to ensure the offer is accepted by the candidate.
• Stakeholder management
• Support end to end functions

As an HR Business Partner Manager (HRBP Manager), you will play a pivotal role in shaping and driving HR strategies that align with our organizational goals. You will provide expert HR counsel and support to a diverse range of stakeholders, ensuring the effective implementation of policies and practices while fostering a culture of engagement and performance excellence.

HR Counsel and Support (30%)

• Provide strategic HR guidance to a wide array of business leaders on applicable policies, practices, and procedures, ensuring alignment with Bosch standards.
• Advise business leaders on corporate policies and their implications for individuals and teams, ensuring compliance with local and company regulations.
• Oversee and enhance on/offboarding, transfer processes, and orientation programs to ensure a seamless employee experience.
• Collaborate with business leaders on Career Development Discussions, Succession Planning, and Performance Management meetings, driving a culture of continuous development.
• Regularly review and update HR policies, the employee handbook, and working rules to ensure they remain relevant and effective.
• Analyze data and generate reports to inform decision-making and strategic planning.

HR Strategy and Stakeholder Partnership (30%)

• Partner with business leaders to drive HR strategies that support business objectives, providing daily HR guidance and consultation.
• Collaborate with HR leadership to develop and implement innovative HR initiatives that enhance organizational effectiveness.
• Counsel the HR team in delivering impactful HR policies and practices that meet the needs of the business.
• Lead complex problem-solving efforts, leveraging resources beyond HR to develop comprehensive solutions.
• Conduct research and analyze data to identify trends and provide actionable recommendations for informed decision-making.
• Coordinate with Learning & Development to design and implement technical development programs that align with business needs.
• Work closely with business leaders to strategically plan workforce requirements and talent acquisition efforts.

Employee Relations and Talent Engagement (30%)

• Lead initiatives that enhance organizational performance, promote diversity, and build a committed workforce that aligns with business strategy, such as HR Info Days, Career Days, and Leadership Connects.
• Spearhead and coordinate employee engagement surveys, analyzing results to drive actionable improvements.
• Resolve complex employee relations issues and grievances, fostering a positive work environment and strong employee relations.
• Collaborate with business leaders and employees to enhance work relationships, boost morale, and improve productivity and retention.

Additional Responsibilities (10%)

• Participate in cross-functional HR projects aimed at enhancing the employee experience, supporting the broader organizational goals and the business growth.

• Gather information from multiple sources to enter it into the HR system in a timely manner with the highest level of accuracy.
• Ensure the data is error-free and stored safely.
• Update the database, transactions with proper approval.
• Identify problems with the current database and propose suitable solutions.
• Act as a contact point for HR system related enquiries
• Provide data support to HR teams while ensuring compliance with data privacy and data confidentiality regulations
• Calculate HR metrics, analyze data, prepare reports of data result, present findings to supervisor
• Based on analysis, make recommendation to assist decision-making
• Assist in HR surveys from market research vendor
• Other duties as assigned by managers

We are seeking an experienced Talent Acquisition Lead with a strong background in the IT industry. In this role, you will lead a team of 4 TA members, overseeing the entire recruitment lifecycle for a Business Line with over 500 members. You will manage workforce demands, optimise hiring processes using data-driven insights, and collaborate closely with the RMO to ensure seamless alignment with business goals. If you excel in managing end-to-end recruitment, demonstrate strategic leadership, and thrive in a dynamic environment, we invite you to help drive the success of our talent strategy.

Key responsibilities:

• Leadership and Hiring Demands:
  • Lead and mentor a high-performing TA team, providing guidance and support for both recruitment and hiring processes.
  • Collaborate closely with hiring managers to understand and manage current and future hiring demands.
  • Develop and implement scalable recruitment strategies to address evolving hiring needs.
• End-to-End Recruitment:
  • Oversee end-to-end recruitment processes, identifying and engaging top IT professionals.
  • Collaborate with hiring managers to define staffing needs and develop effective recruitment strategies.
  • Ensure a positive and seamless candidate experience throughout the recruitment and hiring process.
• Data Analysis:
  • Utilize data-driven insights to assess recruitment and hiring effectiveness, identifying areas for improvement.
  • Analyse recruitment metrics and hiring trends to inform strategic decision-making.
  • Implement data-driven practices to optimize the quality and efficiency of the recruitment and hiring processes.
• Handling Hiring Requests:
  • Handle the entire recruitment process, including sourcing passive candidates, advertising job openings, conducting interviews and tests, preparing offers, and following up until the final decision
• Collaboration with RMO:
  • Work with the RMO to align recruitment and hiring efforts with project resource needs.
  • ​​​​​​​Collaborate on workforce planning, resource allocation, and the development of a robust talent pipeline.

About Qode

At Qode, we revolutionize talent acquisition by leveraging data and automation. Our platform utilizes large language models (LLMs) to convert unstructured data into actionable insights, creating "Private Talent Pools" for recruiters. By automating recruiting workflows, we eliminate costs and significantly decrease time-to-hire. Our agents match profiles, find contacts, send messages, schedule interviews, and transcribe them for searchable data. We ensure high-quality hiring through automated technical assessments and detailed feedback for recruiters.

We are seeking a dynamic Operations Manager & Talent Partner Team Lead to oversee the operations of our recruitment services and manage our Talent Partner team. This role is crucial for ensuring operational excellence and effective talent acquisition.

About the Job

As the Operations Manager & Talent Partner Team Lead, you will be responsible for managing the operations of our recruitment services while also leading the Talent Partner team. This position combines strategic oversight of operations with hands-on team management to ensure seamless service delivery and client satisfaction.

Responsibilities

1. Operations Management

- Oversee the end-to-end operations of our recruitment services, ensuring efficiency and alignment with company goals.

- Develop and implement operational policies and procedures to enhance service delivery and optimize workflows.

- Monitor key performance indicators (KPIs) and all accounts to produce operational reports

- Ensure compliance with industry regulations and best practices in recruitment operations.

- Collaborate with cross-functional teams to integrate recruitment processes with other business functions.

- Drive continuous improvement initiatives to enhance the quality and efficiency of recruitment services.

- Work closely with Accountant team for global contracts and invoices 

2. Talent Partner Team Leadership

- Manage and mentor the Talent Partner team, ensuring they effectively execute their responsibilities in client acquisition and job placement.

- Provide guidance and support in developing client relationships and understanding hiring needs.

- Facilitate team meetings and training to enhance skills and knowledge in recruitment practices and customer service.

- Monitor team performance and implement strategies to achieve quota targets and enhance client satisfaction.

- Act as a point of escalation for any client issues, ensuring they are resolved promptly and effectively.

- Bachelor’s degree in Human Resources, Business Administration, Operations Management, or a relevant field.

- Minimum of 5 years of experience, preferably in HR Tech or recruitment/headhunting services.

- Proven experience in team leadership and managing a diverse workforce.

- Strong understanding of recruitment processes and best practices.

- Excellent verbal and written communication skills in English (must-have).

- Proficient in using Excel/Google Sheet, CRM tools and data analytics for operational reporting.

- Strong interpersonal skills and a can-do attitude.

- Ability to work efficiently under pressure and manage multiple priorities.

The Senior Talent Acquisition Associate role involves full life cycle recruitment for technical positions spanning across junior to senior grades in Endava, with a focus in APAC market. 

Responsibilities include guiding hiring managers on tailored talent acquisition strategies, maintaining a strong EVP on social channels, and working closely with senior stakeholders and workforce planning. 

Additionally, the role entails collaboration with other people teams to ensure compliance with employment laws and internal policies, while actively contributing to process improvement initiatives.

Key Responsibilities:

• Contribute to designing the overall recruiting strategy as well as implement the defined strategy. 
• Create and maintain a strong talent pipeline of technical experts in the market.
• Conduct briefings with Hiring Managers and act as advisors in the overall recruitment processes. 
• Act as the point of contact and build influential candidate relationships during the selection process.
• Develop and implement sourcing strategies to build and attract relevant talent pools.
• Source, select and interview appropriate candidates and propose them to Hiring Managers
• Manage all candidates effectively throughout the recruitment process by ensuring a positive candidate experience across all touch points.
• Ensure compliance with relevant employment laws and internal policies and maintain operational excellence throughout the recruitment lifecycle. 

About Qode

We revolutionize talent acquisition by leveraging data and automation. Our platform uses LLMs to transform unstructured data into actionable insights, creating “Private Talent Pools” for recruiters.

By automating recruiting workflows, we reduce costs to zero and significantly decrease time to hire. Our agents match profiles, find contacts, send messages, schedule interviews, and transcribe them for searchable data. We ensure high-quality hiring by automating technical assessments and providing recruiters with detailed feedback.

Additionally, we offer Exclusive Recruitment services, Fractional Head of People support, and HR Due Diligence to mitigate risks in HR frameworks.

How do you see the future of recruiting with these technologies?

About the job

Job Overview

We are seeking an experienced and highly motivated Intern, Talent Partner for our Talent Partner team. You will be responsible for being our key strategic Talent Partner to acquire new clients accounts and close their jobs. 

If you’re successful in the internship, this role can become a full-time role once the internship is completed.

Responsibilities

- Responsible for client's full-life cycle partnered in our Recruitment Services (Headhunting Services) from closing their contract to closing the positions for them

- Prospect new B2B leads from various online channels and existing databases using various media materials and communication methods

- Connect with both domestic and global companies to introduce Qode's Recruitment Services and establish long-term partnerships

- Be responsible for all direct sales efforts from lead generation to close and aftersales with successful job placements

- Achieve quota targets in the form of contract numbers and job placements revenue by onboarding new clients, closing clients’ jobs, supporting existing clients, reactivating churned clients, etc.

- Develop an intimate understanding of clients’ hiring needs and work directly to manage hiring pipeline

- Develop champions network from existing clients by acting as a liaison, handling customer concerns/issues with confidence and putting them at ease

- Undergraduate in Human Resources/Marketing/Digital Communications/Business/IT or any relevant field

- Interested or experienced in Talent Acquisition/HR/Recruitment/Business Development/ Digital Sales/ Marketing/ Strategic Customer/ Stakeholder Management

- Excellent verbal and written communication skills in English (must have)

- Great presentation skills, exception handling and escalation management

- Experience in prospecting and outreach on LinkedIn and any other social media is a plus

- Strong interpersonal skills and can-do attitude
- Ability to work efficiently under pressure and commit to targets

- Internship Stipend: 6,000,000 VND

- Opportunity to grow to full-time role after internship

 If you're applying to the role, we would like to request you to provide us a brief introduction video of 1-2 minutes in English.

- Content: introduce yourself, highlight your strengths and motivation, and explain why we should hire you specifically for this role
- How to send: send the video in form of an MP4 file in attachment, OR a shared video on Drive, OR a link to your Youtube video to lucy@qode.world

Renesas Electronics is looking for a System Analyst to join our IT team, supporting our HR applications within the business. The role will work closely with wider IT and HR colleagues, as well as other internal and external stakeholders. You will assess needs, gather requirements, and support the creation of specifications for new and existing tools, and deliver on system and process improvements

• Administer and support SuccessFactors in alignment with HRIS colleagues.
• Administer and support other HR-related applications / software.
•  Troubleshoot and analyse issues raised by end users.
•  Support regular updates / patches following the vendor / partner cycles.
• Support HR in defining their internal processes.
• Support the tool selection and implementation based on identified HR needs.
• Support external consultants and suppliers as required.
• Create and maintain system documentation, including FDS and SOP’s
• Design and generate reports and metrics to support HR Operations

Key Performance Measures:

• Team collaboration
• Upskilling in people data, and IT infrastructure
• Desire to learn and develop
• Follow processes and procedures for change management
• Take ownership of tasks and assignments, providing regular updates on progress
• Document changes in case management systems
• Resolve queries/issues in a reasonable timeframe

As a Talent Acquisition Assistant, your principal accountabilities include, but are not limited to: 

• Proactively consulting seniors and/or supervisors to obtain a good understanding of positions and effectively define qualified candidates.
• Implementing effective sourcing strategies to attract both active and passive qualified candidates across various sourcing channels.
• Maintaining relationships with top talent and building key talent pools to meet the company's future hiring needs, while providing sourcing status reports to Talent Acquisition Supervisors.
• Supporting various recruitment-related tasks to streamline processes.
• Leading or coordinating on internal and external recruitment projects and events aimed at efficient hiring and effective employer branding.
• Serving as the primary contact for vendors, partners, and internal stakeholders for administrative tasks, including but not limited to: monthly cash call and expense report, job board purchase, partnership contracts and agreements, monthly report of job slots and e-voucher.
• Other tasks assigned by superiors. 

We are seeking a dedicated HR Executive to join our Employee Services Team. The ideal candidate will have a strong understanding of HR practices, particularly within the IT software industry, and a passion for providing exceptional employee support.

Responsibilities

• Employee Onboarding/Offboarding: Manage the entire onboarding/offboarding process, including paperwork, orientation, and benefits enrollment.

• Employee Relations: Address employee inquiries, concerns, and complaints promptly and professionally.

• Benefits Administration: Oversee employee benefits programs, ensuring compliance with regulations and policies.

• Recognition Program: Manage and maintain recognition program

• Performance Management: Assist in the performance assessment process, providing guidance and support to employees.

• Data Management & Reporting: Manage employee data and make reports, supports in preparing, implementing and evaluating the annual plan of increasing employee engagement, experience & overall satisfaction.

• HR Policy/Process Support:  Assist in the HR Policy/Process enhancement.

Our client, a global logistics company with reach all over APAC, is looking for a Country HR Manager to join their team.

The Country HR Manager will partner with the business strategically in order to achieve business objectives. The incumbent in this role will be an expert on people management and will be responsible for compliance of people related matters and projects in the country including office & sites (such as benefits, labor relations, recruitment, restructuring, performance management, retention, cost saving, etc) ensuring the implementation of the company’s policies, procedures and guidelines is in line with current employment law and country business strategy.

Job Descriptions:

• Design and deliver a HR Strategy aligned with the business strategy
• Collaborates closely with Country Manager and Regional HR Director to align on HR strategy, priorities and implementation
• Build a strong relationship with the Country Manager in order to initiate strategic steps and planning that will support the company’s business strategies, success and growth.
• Plan, direct, monitor, coach and guide HR teams in developing HR solutions which helps create a better workplace for employees by means of efficient and appropriate HR policies & processes.
• Ensure that overall HR practices across the country conform to the stated framework of the organization and in alignment with regional HR practices
• Build a high-performance culture within the organization through appropriate performance management & organizational development initiatives.
• Active management of the employee cost budget for the country
• Analyse and control HR costs. Ensure efficient utilisation of HR budget
• Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance that help retain talent.

Requirements:

• Bachelor’s Degree or equivalent experience.
• 8+ years Country HR / HR Business Partner or equivalent experience ideally within a fast-paced global organization.
• Deep knowledge of employment-related laws and regulations, HR concepts and expertise.
• Knowledge and expertise related to HR policies, processes and practices of Compensation and Benefits, Recruitment and Onboarding, Performance Management, Leadership Development and Global Mobility.
• Business planning and management skills.
• Strong business/ labor market understanding.
• Assertiveness, interpersonal and communication skills with a proven ability to build positive relationships with multiple stakeholders with employees at all levels of the organization.
• Credibility and recognition of ethical behavior.
• Analytical and fast decision-making skills.
• Adaptation and flexibility to act in a changing and complex environment, with a multitasking mindset.
• Ability to work independently with limited direction.
• Willingness to work in a fast-paced, flexible environment.

About Qode

We revolutionize talent acquisition by leveraging data and automation. Our platform uses LLMs to transform unstructured data into actionable insights, creating "Private Talent Pools" for recruiters.

By automating recruiting workflows, we reduce costs to zero and significantly decrease time to hire. Our agents match profiles, find contacts, send messages, schedule interviews, and transcribe them for searchable data. We ensure high-quality hiring by automating technical assessments and providing recruiters with detailed feedback.

Additionally, we offer Exclusive Recruitment services, Fractional Head of People support, and HR Due Diligence to mitigate risks in HR frameworks. In order to do this, we are looking for a talented, fearless, and open-minded executive who wants to think beyond the norms and the present, and find clients, and help them to find the right talent, both for tech and non tech roles.

You will be part of a growing team and you will bring a strong delivery mindset and extensive stakeholder management experience. So if you are a self-motivated individual with a passion for HR/HR Tech/recruitment and growth, we would love to hear from you.

• Go-to-Market Strategy: Develop and implement a comprehensive GTM strategy for our AI-enabled HR tech product, tailored to the nuances of various global markets.
• Revenue Focus: Aggressively pursue revenue targets by identifying and capitalizing on high-growth opportunities in key markets, ensuring that both the AI platform and headhunting services contribute to overall revenue goals.
• Headhunting Business Growth: Support and grow the headhunting business by developing strategies to attract new clients, enhance service offerings, and improve operational efficiency.
• Team Leadership: Build, lead, and manage cross-functional teams, including sales, marketing, and recruitment professionals. Provide mentorship and guidance to ensure the team’s success.
• Team Management:  Hire and  Oversee a team of account managers, ensuring they meet targets and deliver top-tier talent to clients.
• Market Analysis: Conduct in-depth market research to identify opportunities, target customer segments, and competitive landscape, with a focus on APAC, US, and European markets.
• Product Positioning: Define and refine the product’s value proposition and messaging to resonate with different market segments.
• Customer Acquisition: Drive customer acquisition strategies, including partnerships, direct sales, and digital marketing initiatives, ensuring alignment with overall business objectives.
• Performance Metrics: Establish KPIs and metrics to measure the success of the GTM strategy and headhunting operations, making data-driven decisions to optimize efforts.
• Partnership Development: Identify and establish strategic partnerships that enhance market penetration and product adoption.
• Budget Management: Manage the GTM and headhunting business budgets, ensuring efficient allocation of resources to maximize ROI.
• Stakeholder Engagement: Work closely with senior leadership, providing insights and updates on market performance, challenges, and opportunities.

Qualifications:

• Experience: 7+ years of experience in GTM, business development for a startup, or product marketing roles, preferably in the HR tech, SaaS, or recruitment industry.
• Global Perspective: Proven experience in leading GTM strategies and managing headhunting operations across multiple global markets, with a strong understanding of cultural and regional differences, especially in APAC.
• Revenue-Driven: Demonstrated track record of aggressively achieving and exceeding revenue targets in a high-growth environment.
• Leadership Skills: Demonstrated ability to build, lead, and inspire cross-functional teams, particularly in sales and recruitment, in a fast-paced, high-growth environment.
• Strategic Thinking: Strong analytical skills with the ability to translate market insights into actionable strategies.
• Communication: Excellent verbal and written communication skills, with fluency in English; proficiency in Spanish or other languages is a plus.
• Tech-Savvy: Comfortable working with AI-enabled products and SaaS platforms, with a strong grasp of the latest trends in HR tech.
• Education: Bachelor’s degree in business, marketing, or a related field; MBA is a plus.