1. Key Responsibilities
1.1 Team Management
• Build, lead, and develop the recruitment team responsible for DC warehouse workers and supermarket sales staff.
• Track weekly and monthly filling progress; allocate resources flexibly in response to seasonal demand.
• Coach and assess the capability of each mass hiring recruiter within the TA team.
• Establish and standardise mass hiring SOPs — ensuring the entire team executes consistently and efficiently.
1.2 Workforce Planning & High-Volume Hiring
• Receive and analyse hiring requirements from warehouse and retail operations; develop monthly and quarterly recruitment plans aligned with operational timelines.
• Take direct ownership of filling warehouse worker roles across distribution centres and supermarket sales positions.
• Manage all sourcing channels: job postings, freelance agents, vocational schools, job fairs, social media, internal referrals, and local community channels across Southern Vietnam.
• Organise bulk interviews and walk-in sessions; coordinate with operations to ensure a fast and on-time onboarding process.
• Forecast headcount needs for peak seasons (Tet, year-end, expansion waves); proactively build contingency candidate pools.
1.3 Building Sustainable Sourcing Channels
• Develop and maintain a local recruitment partner network: freelance agents, vocational schools, and job placement centres across Southern Vietnam.
• Implement an internal Employee Referral Programme to reduce cost-per-hire and improve new hire retention.
• Track the performance of each sourcing channel by key metrics: candidate volume, pass rate, cost-per-hire, and time-to-fill; adjust budget allocation and channel prioritisation based on actual data.
• Build employer branding targeted at warehouse workers and retail staff — through social media content, community signage, and alumni referral programmes.
1.4 Quality Control & Reporting
• Build and maintain a recruitment reporting system covering filling rate, time-to-fill, cost-per-hire, and early attrition rate during probation — reported regularly to the HR Manager.
• Establish candidate screening criteria appropriate to each role; ensure consistent input quality and minimise early resignation.
• Work with Warehouse Managers and Sales Team Leaders to gather post-onboarding feedback on candidate quality; continuously refine screening criteria.
• Ensure all recruitment records are complete, compliant with Vietnamese labour regulations, and maintained in accordance with internal policy.
1.5 Internal Coordination & Operational Support
• Work closely with Shift Supervisors and Warehouse Managers to understand real-time headcount needs and role-specific requirements at each distribution centre.
• Coordinate with C&B and Admin to ensure employment contracts, onboarding steps, and benefits are processed on schedule.
• Support the organisation of new hire orientation sessions at warehouses and supermarkets.
