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The Talent Management Executive is:

1. To support Talent Acquisition process including sourcing, shortlisting, interviewing, hiring, onboarding, and retaining high potential and talent prospected employees
2. To support in planning, developing, and executing talent acquisition strategies and building employer branding for the company and ensuring talents are recruited on time for the business functions as required.
3. To support in planning and execution of Performance Management and Training Needs

Execution of Talent Acquisition Strategies and Recruitment Process

• Manage Recruitment Requisitions against Approved Headcount.
• Collaborate closely with hiring managers to gain insights into required talent and establish clear job descriptions (JDs) for open positions.
• Implement Talent Acquisition strategies and hiring plans to ensure timely onboarding of required talent.
• Strategically advertise and post job openings through platforms such as LinkedIn, Facebook, Telegram Channels, Career Websites, University Channels, and Walk-In Interview sessions.
• Coordinate interviews with line managers.
• Manage the job offer and confirmation process.
• Prepare Employment Contracts and associated documentation.
• Provide regular updates to HR Management and Hiring Managers regarding recruitment status and challenges, along with proposed solutions.

Onboarding and Induction

• Coordinate and guarantee the complete implementation of the standard onboarding process, including a 90-day plan.
• Ensure that the first-day experience for new hires is exceptional during the induction phase.
• Deliver induction sessions covering company policies, regulations, standard operating procedures (SOPs), benefits, and other pertinent information relevant to the position.
• Arrange induction sessions with the respective departments as needed.

Probation Assessment Coordination

• Clarify and facilitate discussions between the hiring manager and new employee regarding the probation period and assessment criteria.
• Monitor and follow up on probation evaluations prior to the probation period's conclusion.
• Manage the probation evaluation results to determine the subsequent steps of either Employment Confirmation or Employment Termination.

Execution of Employer Branding Strategy

• Implement the Employer Branding Strategy by fostering active participation from current and former employees to serve as ambassadors of our employer brand.
• Promote the company's Employee Value Proposition (EVP) to attract potential candidates effectively.
• Conduct regular surveys in the labor market to benchmark the company's compensation and benefits programs, ensuring competitiveness and compliance with legal requirements.
• Support the execution of Employer Branding Initiatives, including showcasing employee success stories, managing Internship Programs, participating in Job Fairs, engaging in CSR Activities, and other relevant initiatives.

Exit Interview and Separation

• Conduct exit interviews with departing employees to gather valuable feedback and insights.
• Regularly update the interview dashboard with the results obtained from exit interviews.
• Ensure the proper implementation of the handover checklist and the return of company properties before the final payment of the last salary to departing employees.

Performance and Career Management

• Support in Management of Performance Life Cycle
• Support Leaders in identifying and developing high-potential employees
• Facilitate career development pathways and succession planning

• Bachelor’s degree of Business Administration, HR, Management, or other related fields.
• Minimum 3 years of related experiences in HR Generalist / Recruitment / Talent Acquisition
• Experience from F&B and FMCG will be a plus.
• HR Fundamental Knowledge
• Understanding of Performance Management, Learning and Development matters
• Good Knowledge of Cambodia Labor Laws