Job Description

A. PROFILE

Role Title: Talent Acquisition Manager

Reporting to: People & Culture Director

Division: Talent Acquisition

Department / Section: People & Culture

B. CONTEXT

Purpose The Talent Acquisition Manager leads and oversees the full recruitment life cycle, from workforce planning, sourcing, interviewing, selection, to onboarding. As a key representative of Ooredoo Myanmar (U9), the TA Manager ensures a first-class candidate experience and drives employer branding initiatives that strengthen U9's positioning in the talent market. This role also provides strategic guidance to hiring managers and leads the Talent Acquisition team to deliver timely and high-quality hires.
Context People & Culture Department sets the strategic direction and runs day to day operations of HR and facilities management. It is responsible for creating and implementing an integrated HR vision and operating plan that

Talent Acquisition supports the overall HR Department by planning, developing, managing, and overseeing recruitment processes and strategy in order to support the overall business strategy.

C. ROLE ACCOUNTABILITIES

Strategic Workforce Planning & Recruitment Leadership

• Partner with senior leaders, HRBPs, and hiring managers to identify hiring needs aligned with business strategy and organizational headcount plans.
• Develop and execute talent acquisition strategies, workforce plans, and hiring road maps.
• Anticipate future talent needs and create proactive sourcing pipelines.
• Oversee and guide the full recruitment cycle, ensuring efficiency, fairness, and quality of hires.
• Supervise, coach, and develop the Talent Acquisition team to meet performance goals.
• Provide regular hiring reports, insights, and recommendations for continuous improvement.

Talent Attraction & Employer Branding

• Design and drive multi-channel recruitment campaigns to attract top talent (job portals, universities, agencies, professional associations, etc.).
• Serve as a brand ambassador for U9, promoting the Employee Value Proposition across digital and social platforms.
• Build and sustain partnerships with universities, alumni networks, and external organizations to strengthen U9's talent pipeline.
• Lead employer branding projects, job fairs, and recruitment events, from planning to execution, ensuring high-quality delivery and strong brand visibility.

Candidate Experience & Selection

• Oversee screening, shortlisting, interviews, and selection processes, ensuring alignment with U9's standards.
• Advise and influence hiring managers on selection decisions, ensuring consistency and objectivity.
• Manage the offer process, including negotiations, reference checks, and contract preparation, ensuring smooth onboarding of new hires.
• Ensure a positive and professional candidate journey at every stage.

Compliance, Systems & Process Excellence

• Ensure requisitions are aligned with annual headcount plans and approval processes.
• Review job descriptions and postings for compliance with HR policies and market standards.
• Stay updated on employment legislation, talent market trends, and best practices to advise stakeholders.
• Oversee vendor management and payment processes (onboarding items, job fair merchandise) through SAP.
• Leverage ATS and recruitment analytics to optimize efficiency and decision-making.

Budget Management & Analytics

• Manage and monitor recruitment budgets, ensuring cost-effectiveness and alignment with company policies.
• Track and analyze recruitment metrics, providing actionable insights to improve strategies and processes.
• Prepare periodic reports for leadership on recruitment costs, performance, and ROI of sourcing channels.
• Use data-driven insights to optimize workforce planning and future hiring forecasts.

D. KEY PERFORMANCE INDICATORS

• Average time-to-hire and fulfilment rate vs. agreed timelines
• Candidate experience and satisfaction (measured through surveys/feedback)
• Quality of new hires (probation success rate, hiring manager feedback)
• Recruitment cost per hire and adherence to budget
• Effectiveness of sourcing channels (ROI of agencies, job boards, referrals, etc.)
• Diversity of hires and pipeline strength

E. WORKING RELATIONSHIPS & DECISION MAKING

Interacts with:

Internal: U9 hiring managers (for workforce planning and hiring decisions), HRBPs, C&B/Finance Team (for budgeting, offer approval, and payroll alignment), Sourcing/Procurement Team (for vendor contracts), Technology Team (for ATS and HR systems), Marketing/Communications Team (for employer branding initiatives), and CPCO/Leadership Team (for strategic workforce planning and approvals).
External: Recruitment agencies, executive search firms, university career counsellors, professional associations, job boards, and third-party vendors (medical check-up, onboarding, job fair suppliers).

Decision Making

Leads decisions on sourcing strategies, recruitment channels, candidate selection recommendations, and employer branding activities.

Manages allocation of recruitment budget within approved limits.

Ensures compliance with company policies, employment regulations, and data privacy laws.

Provides analytics and insights to influence workforce planning and future hiring strategies.

F. EXPERIENCE AND QUALIFICATIONS

Minimum Experience & Essential Knowledge

• 6–8 years of experience in talent acquisition, with at least 2 years in a leadership/managerial role.
• Strong expertise in talent acquisition strategies, workforce planning, and talent market insights.
• Proven experience in managing end-to-end recruitment and employer branding initiatives.
• Strong stakeholder management and influencing skills, with ability to partner with senior leadership.
• Solid experience with Applicant Tracking Systems (ATS), databases, and SAP for recruitment-related processes.
• Experience managing recruitment budgets and driving cost-efficient hiring strategies.
• Proficiency in recruitment analytics with ability to track KPIs and present actionable insights.
• Strong project management skills with experience leading recruitment campaigns and events.
• Excellent communication and interpersonal skills, with fluency in both Burmese and English.
• Ability to coach and develop a recruitment team to achieve results.

Minimum Entry Qualifications

• • Bachelor's degree HR Management, business administration or relevant field from a recognized university