Key Responsibilities:

Talent Acquisition Effectiveness

• Build and maintain strategic and proactive pipelines of top external talent across key roles and business areas.
• Conduct market mapping, leverage market intelligence and competitor analysis to support workforce planning.
• Proactively source candidates through diverse channels utilizing advanced search strategies, platforms and technology.
• Design job descriptions and structured interview guides to ensure alignment with both technical requirements and cultural fit.
• Maintain a high level of accuracy and attention to detail across all recruitment-related documentation and processes.
• Use the Applicant Tracking System (ATS) to manage applicant data, ensuring accuracy, completeness, and compliance with data privacy regulations.
• Design and manage end-to-end recruitment processes, including screening, assessments, and interviews.
• Support the development and implementation of data-driven talent acquisition strategies.

Talent Intelligence

• Create talent heat maps and sourcing dashboards to inform future talent needs and identify talent trends.
• Track and analyze key recruitment metrics, including but not limited to, time-to-hire and cost-per-hire, pipeline conversion and sourcing channel effectiveness to identify trends and opportunities for improvement.
• Translate data insights into actions that enhance sourcing efficiency, reduce time-to-hire and elevate overall quality of hire.
• Provide regular reporting and dashboards to HR leadership on recruitment performance and market analytics.

Candidate Engagement

• Craft personalized, brand aligned outreach that reflects our tone and values.
• Build long-term relationships and engagements with high potential candidates for future roles.
• Maintain and support alumni relationships.
• Nurture and maintain communities of talent through content and engagements.
• Ensure a seamless and memorable candidate experience throughout the hiring journey.

Stakeholder Partnership

• Partner with the People community and Business Leaders to align workforce plans, forecast hiring needs and define role requirements.
• Evolve sourcing strategies with evolving business and workforce needs.
• Provide advisory support on market insights, talent trends, and competitor activity to inform hiring strategy.
• Participate in workforce planning discussion and diversity sourcing strategies.

Employer Brand Activation

• Partner with Brand, Talent and Marketing to localize EVP messaging in sourcing and outreach content.
• Contribute to recruitment campaigns, careers content and attending events to drive attraction of talent.
• Collaborate on events, content creation and social media campaigns to attract high quality candidates.
• Create compelling outreach messages that reflect out tone and value proposition.

Education &Experience:

• Bachelor’s degree in human resources, Business Analytics, Psychology, or a related field.
• 3–5 years of experience as a Talent Acquisition Specialist or similar role in talent sourcing, head hunting or recruiting (in-house or agency).
• Proven track record of recruiting in the following specialist areas: FMCG and Beverages Marketing and Sales.
• Proven track record in proactive talent sourcing, full-cycle recruitment and onboarding.
• Advanced proficiency in recruitment analytics, data reporting, and the use of dashboards.
• Hands-on experience with applicant tracking systems, CRM systems and social media platforms and recruitment technologies.
• Strong analytical skills with the ability to interpret data, identify trends, and present actionable    insights.
• Excellent organizational skills and attention to detail, with a strong focus on data accuracy and compliance.
• Solid understanding of the talent market and ability to assess complex role requirements.
• Experience working with employer branding or EVP is a strong advantage.