Deskripsi pekerjaan Recruitment & Talent Management Sr. Officer PT. RASAKITA ADHIKARI UTAMA
Recruitment & Talent Management Senior Officer
Job Summary
Responsible for managing end-to-end recruitment activities and supporting the implementation of Talent Management programs to ensure the company has the right people, in the right position, at the right time. The position will act as the PIC for Recruitment & Talent Management, covering manpower planning, sourcing, selection, onboarding, talent identification, performance management support, career development, succession planning, and talent-related HR analytics.
This role is expected to work closely with management and department heads to understand organizational needs, strengthen the talent pipeline, improve employee quality, and support the company's long-term people strategy.
Responsibilities
Recruitment & Talent Management Senior Officer — Responsibilities
Recruitment & Selection
• Manage the end-to-end recruitment process from manpower requisition, sourcing, screening, interview, assessment, reference checking, offer negotiation, until onboarding.
• Develop and maintain an effective candidate pipeline for current and future manpower requirements.
• Partner with Hiring Managers to understand job requirements, competency profiles, and recruitment priorities.
• Develop effective sourcing strategies through job portals, LinkedIn, professional networks, employee referrals, recruitment agencies, and other relevant channels.
• Conduct initial interviews and competency-based interviews to assess candidate suitability.
• Coordinate recruitment tests, assessments, interviews, and selection processes with relevant stakeholders.
• Ensure recruitment activities are completed within agreed timelines and manpower requirements.
• Maintain candidate database and recruitment records accurately.
• Monitor recruitment KPIs such as Time to Fill, Time to Hire, Cost per Hire, Quality of Hire, and hiring effectiveness.
Manpower Planning
• Support the preparation and review of manpower plans based on organizational requirements and business growth.
• Analyze workforce requirements, vacancies, turnover, and organizational structure.
• Provide recruitment recommendations based on business priorities and workforce data.
• Monitor manpower realization against approved manpower budgets.
Talent Management
• Support the development and implementation of Talent Management strategies and programs.
• Identify and map potential talents based on performance, competency, potential, and career aspirations.
• Support the implementation of Talent Review, Talent Mapping, and succession planning processes.
• Develop and maintain talent profiles and talent pool databases.
• Support the preparation of Individual Development Plans (IDP) for identified talents.
• Coordinate career development and employee development initiatives with relevant stakeholders.
• Monitor talent development progress and provide periodic reports to management.
• Support the implementation of employee career path and succession planning programs.
Performance & Competency Management
• Support the implementation and improvement of the company's Performance Management System.
• Assist in defining and reviewing competency requirements for positions.
• Support performance review processes and talent calibration discussions.
• Analyze performance and competency data to identify development needs and talent gaps.
Employer Branding & Employee Experience
• Develop recruitment communication and employer branding initiatives to strengthen the company's talent attraction.
• Build relationships with universities, professional communities, recruitment partners, and other talent sources.
• Support recruitment campaigns, career events, and company talent programs.
• Contribute to improving candidate experience throughout the recruitment process.
HR Analytics & Reporting
• Prepare periodic Recruitment & Talent Management reports for management.
• Analyze recruitment, turnover, talent, performance, and workforce data to provide actionable insights.
• Maintain accurate HR databases and recruitment/talent management documentation.
• Provide recommendations for process improvements based on HR data and trends.
HR Process Improvement
• Develop and improve Recruitment & Talent Management SOPs, policies, forms, and workflows.
• Identify opportunities to improve recruitment efficiency, candidate quality, and talent management effectiveness.
• Support HR digitalization and utilization of HRIS/ERP systems for recruitment and talent management processes.
Qualifications
Recruitment & Talent Management Senior Officer — Qualifications
Education
• Bachelor's Degree (S1) in Psychology, Human Resources Management, Management, Industrial Engineering, or related field.
• Professional certification in HR, Recruitment, Assessment, or Talent Management is an advantage.
Experience
• Minimum 3–5 years of experience in Recruitment and Talent Management or related HR functions.
• Strong experience in handling end-to-end recruitment, preferably for multiple functions and various organizational levels.
• Experience working directly with Hiring Managers and department heads.
• Experience in Talent Mapping, Performance Management, Competency Management, Career Development, or Succession Planning is highly preferred.
• Experience in a growing company, manufacturing, engineering, construction, trading, or similar business environment is an advantage.
Technical Competencies
• Strong understanding of end-to-end recruitment and selection processes.
• Good knowledge of competency-based interview and Behavioral Event Interview (BEI) techniques.
• Familiar with psychometric/assessment tools and candidate assessment processes.
• Understanding of Talent Management, Talent Review, 9-Box Grid, succession planning, and career development.
• Understanding of Performance Management and competency frameworks.
• Strong data analysis and HR reporting skills.
• Proficient in Microsoft Office, particularly Excel and PowerPoint.
• Good knowledge of Indonesian employment regulations and HR practices.
Behavioral Competencies
• Strong communication and interpersonal skills.
• Good stakeholder management and influencing skills.
• Analytical and data-driven mindset.
• Proactive, organized, and able to manage multiple recruitment priorities simultaneously.
• Strong interviewing and assessment skills.
• High level of confidentiality and integrity when handling employee and candidate information.
• Business-oriented and able to understand organizational needs beyond administrative HR.
• Strong problem-solving and decision-making skills.
• Comfortable working independently as the PIC while collaborating with management and other departments.
Key Success Indicators
• Recruitment fulfillment against approved manpower plan.
• Time to Fill / Time to Hire.
• Quality of Hire.
• Recruitment cost efficiency.
• Candidate and Hiring Manager satisfaction.
• Accuracy and effectiveness of Talent Mapping.
• Talent development progress.
• Succession pipeline readiness.
• Effectiveness of Performance & Talent Management programs.
