Millennium Furniture

JOB SUMMARY

Lead and drive the end-to-end talent acquisition agenda for Millennium, with primary focus on mass hiring, workforce readiness, and recruitment operations to support production ramp-up and business continuity. The role is responsible for building a stable blue-collar hiring pipeline, ensuring timely fulfillment of manpower demand, and strengthening recruitment execution at site level.

Acting as the key Talent Acquisition partner for Millennium leadership and site HR, this position translates workforce demand into practical hiring plans, optimizes recruitment channels, improves hiring speed and quality, and ensures strong recruitment governance and candidate experience. The role also supports selected back-office hiring for the site when required. This structure follows the original JD’s focus on workforce planning, mass hiring, stakeholder partnership, operations, analytics, and team leadership, but narrows the scope away from broader country-level OD and executive hiring.

ESSENTIAL DUTIES & RESPONSIBILITIES

1. Mass Hiring Strategy & Execution

• Develop and execute site recruitment plans to fulfill mass hiring demand for direct labor and other volume-based positions.
• Translate production ramp-up plans, replacement needs, and workforce forecasts into practical weekly and monthly hiring actions.
• Lead end-to-end recruitment activities for mass hiring, including sourcing, screening, interview coordination, selection, offer follow-up, and onboarding alignment.
• Ensure timely manpower fulfillment to support business operations, productivity, and attendance stability.
• Continuously improve hiring turnaround time, joining rate, and source effectiveness.

2. Sourcing Channel Development

• Build and manage effective mass hiring channels, including local job fairs, mobile recruitment, referral programs, labor market outreach, schools, community networks, and local authorities.
• Strengthen site-level talent pipelines to ensure continuous candidate availability for urgent and recurring hiring demand.
• Work closely with relevant internal and external partners to improve candidate flow and market reach.
• Monitor and optimize sourcing mix based on conversion, quality, speed, and cost.

3. Stakeholder Partnership

• Partner closely with plant leadership, department heads, line managers, and site HR to understand manpower demand, hiring priorities, and workforce risks.
• Provide practical market insights and recommendations on talent availability, sourcing approach, and hiring challenges.
• Drive alignment between hiring managers, HR, and recruitment team on manpower planning, interview process, and decision-making timelines.
• Support hiring managers in defining hiring criteria for mass positions and selected non-mass roles.

4. Recruitment Operations & Process Management

• Manage site recruitment operations with strong discipline, structure, and follow-up.
• Ensure recruitment activities are executed in line with approved manpower plans, internal processes, and compliance requirements.
• Monitor pipeline movement closely from sourcing to joining, and proactively resolve bottlenecks.
• Maintain accurate recruitment records, candidate tracking, and hiring reports.
• Improve recruitment SOPs, workflows, and field execution to ensure efficiency, scalability, and consistency. These responsibilities are adapted from the source JD’s emphasis on recruitment lifecycle management, process optimization, and governance.

5. Candidate Experience & Employer Branding

• Ensure a professional, efficient, and positive candidate experience across all recruitment touchpoints.
• Support site employer branding activities that strengthen Millennium’s visibility and attractiveness in the local labor market.
• Work with internal stakeholders to improve recruitment communication, job advertising content, and local branding presence.
• Leverage employee advocacy, recruitment campaigns, and community engagement to support hiring outcomes.

6. Workforce Readiness & Hiring Effectiveness

• Build and maintain a ready-to-hire candidate pool for critical and recurring mass positions.
• Support workforce readiness by anticipating seasonal demand, attrition trends, and urgent hiring needs.
• Coordinate closely with onboarding and relevant site stakeholders to improve joining conversion and early retention.
• Identify hiring gaps and recommend corrective actions to ensure stable manpower supply.

7. Data, Reporting & Market Intelligence

• Track and analyze recruitment KPIs such as hiring volume, time-to-fill, joining rate, show-up rate, source effectiveness, and recruitment cost.
• Prepare regular hiring updates, dashboards, and action plans for Country TA Senior Manager and site leadership.
• Provide labor market feedback and recruitment insights to support hiring strategy adjustment.
• Use data to improve hiring efficiency, channel selection, and workforce planning decisions.

8. Team Management & Capability Building

• Lead, coach, and develop the site Talent Acquisition team to deliver strong operational results.
• Set clear goals, priorities, and performance expectations for the recruitment team.
• Build team capability in mass hiring execution, candidate assessment, stakeholder management, and field recruitment activities.
• Foster a practical, collaborative, and result-oriented team culture.

SCOPE OF RESPONSIBILITY

All Talent Acquisition activities for Millennium site, with main focus on:

• Direct labor / mass hiring
• High-volume replacement hiring
• Recruitment channel development
• Site recruitment operations and reporting
• Selected indirect / back-office hiring support as assigned

1. Education

• Bachelor’s degree in Human Resources, Business Administration, or related field.

2. Experience

• 5+ years of experience in Talent Acquisition, with strong hands-on exposure to mass hiring / volume recruitment in manufacturing, industrial, or labor-intensive environments.
• At least 2 years of experience in a supervisory or team leadership role.
• Proven experience in end-to-end recruitment operations, especially for direct labor and high-volume hiring.
• Strong track record in recruitment planning, sourcing channel management, and stakeholder coordination.
• Experience in fast-paced environments with urgent and changing manpower demand.
• Experience in employer branding or recruitment marketing at site level is an advantage. This is a narrowed version of the source JD’s heavier senior-manager requirements in workforce planning, recruitment operations, analytics, and team leadership.

3. Knowledge

• Strong understanding of recruitment lifecycle and mass hiring operations.
• Good knowledge of labor market dynamics and candidate sourcing channels for manufacturing workforce.
• Familiarity with recruitment systems, Excel reporting, and hiring dashboards.
• Understanding of recruitment governance, process control, and manpower planning principles.

4. Skills and Abilities

• Strong execution and project follow-up skills.
• Good analytical and problem-solving capability.
• Strong stakeholder management and communication skills.
• Ability to work under pressure and manage multiple hiring priorities at the same time.
• Hands-on, proactive, and results-driven mindset.
• Strong team leadership and coaching capability.
• Proficiency in MS Office applications, especially Excel and PowerPoint.
• Good working proficiency in English.