MGR, TALENT ACQUISITION (DL HIRING)
At a glance
Mid-level Recruiting & Talent Acquisition role at TE Connectivity. Penang.
Pay not stated Recruiting & Talent Acquisition salary
hrroles summary, based on the employer's posting.
What you'll do
- Run end-to-end hiring for plant operators, technicians and other direct labor roles, meeting workforce targets
- Build candidate pipelines through staffing agencies, schools, community groups and government employment programs
- Oversee staffing partners and track hiring volume, fill rates, time to hire, sourcing, conversions and retention
- Coordinate onboarding with operations, facilities, transportation and HR, while improving the hiring process
- Forecast labor needs, lead and develop recruiters, and strengthen local employer branding and hiring compliance
What you bring
- At least eight years in talent acquisition, workforce planning, manufacturing recruitment or a related HR function
- A bachelor's degree in human resources, business administration or a related field
- Background managing high-volume direct labor hiring, staffing agencies and workforce planning in manufacturing
Who this fits
This mid-level manager role suits someone who can lead a talent acquisition team and handle high-volume hiring for manufacturing operations. You’ll need to work across operations, facilities, transportation and HR teams, and build relationships with local hiring partners.
From the employer
Job Overview
Manages and executes direct labor talent acquisition strategies for manufacturing operations. Responsible for delivering hiring plans through recruitment teams and external staffing partners, ensuring a sustainable talent pipeline to meet workforce demand. Leads high-volume recruitment, workforce planning, onboarding coordination, employer branding initiatives, and hiring process optimization to support plant operational requirements.What your background should look like:
1. Lead end-to-end direct labor recruitment activities to achieve plant hiring targets, including operators, technicians, and other manufacturing workforce positions.
2. Develop and execute workforce attraction strategies through partnerships with recruitment agencies, educational institutions, community organizations, and government employment programs.
3. Manage external staffing vendors and recruitment partners to ensure sufficient candidate supply, quality of hires, and timely fulfillment of manpower requirements.
4. Monitor recruitment metrics and workforce pipeline health, including hiring volume, fill rate, time-to-fill, source effectiveness, candidate conversion, and retention trends.
5. Collaborate closely with Operations, Facilities, Transportation, and other HR teams to ensure seamless onboarding and new hire integration.
6. Drive continuous improvement initiatives to enhance recruitment efficiency, candidate experience, onboarding effectiveness, and workforce stability.
7. Support workforce planning activities by forecasting labor demand and developing hiring strategies aligned with business growth and production requirements.
8. Lead and develop talent acquisition team members while ensuring compliance with company policies, labor regulations, and recruitment governance requirements.
9. Promote employer branding initiatives to strengthen the organization's reputation as an employer of choice within the local labor market.
10. SET BEHAVIORS: Hold People Accountable (Advanced); Execute the Plan in a Disciplined Way (Advanced); Envision the Future (Skilled); Drive Diversity & Inclusion (Skilled); Collaborate Across Boundaries (Advanced); Coach & Develop People (Skilled).
Skills
Advanced
• High-Volume Manufacturing Recruitment
• Workforce Planning & Forecasting
• Recruitment Analytics & Metrics
• Vendor and Agency Management
• Labor Market Intelligence
• Recruitment Operations
• Decision Quality
• Planning & Organizing
• Driving Results
• Performance Measurement
• Stakeholder Management
• Collaboration Across Functions
Skilled
• Talent Acquisition
• Employer Branding
• Recruitment Strategy
• Candidate Experience
• Workforce Pipeline Development
• HR Policies and Procedures
Education/Experience
-Generally requires a Bachelor's degree in Human Resources, Business Administration, or related field, with a minimum of 8 years of experience in talent acquisition, workforce planning, manufacturing recruitment, or related HR functions.
-Prior experience managing high-volume direct labor hiring, staffing agencies, and workforce planning in a manufacturing environment is strongly preferred.
Competencies
SET : Strategy, Execution, Talent (for managers)Values: Integrity, Accountability, Inclusion, Innovation, Teamwork
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