Recruiter

Overview

The Assistant Manager – HR plays a pivotal role in strengthening the organization’s talent foundation by overseeing the entire recruitment lifecycle, driving efficient onboarding processes, and fostering internal career mobility. As a strategic partner to hiring managers, she ensures that the company meets its manpower targets for both the head office and warehouse by maintaining an on‑time hire rate above 85% and a time‑to‑fill cycle of 30 days or less. Beyond hiring, she designs and implements comprehensive induction and orientation programs leveraging updated PPTs, checklists, and HRMS workflows to guarantee new hires are fully integrated within their first week. Through meticulous tracking of key metrics such as quality of hire and 90‑day retention, and by coordinating high‑potential assessments for leadership development, she builds a robust talent pipeline that supports the organization’s growth.

Key Responsibilities

• Full‑Cycle Recruitment Management: Assistant Manager will own the entire recruitment lifecycle, from intake and role definition through sourcing, screening, interviewing, and offer negotiation. By partnering closely with hiring managers, you’ll craft precise job specifications, leverage multiple sourcing channels, and maintain a high‑quality candidate experience. Your proactive pipeline development and data‑driven adjustments will ensure we meet our on‑time hire rate of 85%+ for both head office and warehouse roles.
• Onboarding, Induction & Orientation: Assistant Manager – HR will design and deliver a seamless onboarding journey that immerses new hires in our culture and processes. This includes refining induction presentations, checklists, and HRMS workflows, coordinating orientation sessions, and securing all systems access. Your structured approach will guarantee 100% completion of orientation within the first week, accelerating time‑to‑productivity and early engagement.
• Talent Pipeline & High‑Potential Assessment: Assistant Manager – HR will build and maintain a robust talent pipeline by forecasting hiring needs with department leaders and coordinating competency assessments for high‑potential candidates.
• Recruitment Metrics & Analytics: Assistant Manager – HR will track, analyze, and report key recruitment KPIs such as time‑to‑fill, quality of hire, and 90‑day retention using advanced HRMS dashboards. Your insights will identify process bottlenecks and inform continuous improvement initiatives. By delivering monthly analytics to the HR Head and leadership team, you’ll drive data‑backed decisions that optimize recruitment efficiency and retention outcomes.
• Stakeholder Partnership & Forecasting: Assistant Manager – HR will act as a strategic HR business partner, collaborating with the department heads to align talent strategies with business objectives. By conducting regular workforce planning sessions and market‑mapping exercises, you’ll ensure we forecast and address skill gaps proactively. Your strong communication and consultative approach will foster cross‑functional alignment, enabling timely, budget‑aligned hiring and seamless internal mobility.
• Employer Branding & DE&I Integration: Assistant Manager – HR will elevate our employer brand by curating an exceptional candidate journey from careers site optimization to social‑media storytelling and by embedding Diversity, Equity & Inclusion best practices into sourcing and selection. By setting diverse‑slate targets, partnering with affinity groups, and measuring inclusive‑hiring metrics, you’ll help build a workforce that reflects our commitment to belonging and innovation.
• Technology Innovation & Compliance: Assistant Manager - HR will drive continuous improvement by evaluating and piloting emerging HR technologies, such as AI sourcing tools and video‑interview platforms, to enhance recruiter productivity and shorten time‑to‑hire. Simultaneously, you will ensure strict adherence to labor laws and data‑privacy regulations by conducting quarterly audits of recruitment and onboarding documentation, safeguarding our compliance and reducing legal risk.
• Onboarding Feedback: Assistant Manager - HR will implement structured feedback mechanisms at 30, 60 and 90‑day milestones to capture new‑hire insights on the onboarding experience. By analyzing satisfaction scores and qualitative feedback, you’ll iterate on orientation content and processes aiming for onboarding satisfaction and drive continuous enhancements that boost early retention and long‑term engagement.