Talent Acquisition And Development Assistant Manager

The Talent and Development position is responsible for the provision of high-quality Talent Acquisition and people development activities for Indonesia market. Partnering closely with TA and key business stakeholders, this role works in close partnership with relevant HRBP’s, People Managers and to positively influence and strengthen the effectiveness of Talent Acquisition ensuring that “best practise” is adhered to at all times. The role will also provide innovative and meaningful people development processes.

TALENT ACQUISITION

• Partnering with the business and across a range of key stakeholders create and provide innovative and sustainable Talent Acquisition solutions whilst ensuring that ‘best practise’ recruitment is adhered to at all times and to ensure that the best talent is attracted, recruited and retained at PepsiCo Indonesia for manager and below all functions
• Manage RPO vendor to provide sustainable hiring service for SC Frontline hiring
• Advise and conduct recruitment and selection processes ensuring the right skills in the right place, at the right time. Recruitment process includes advertising, pre-screening and selection, interviewing, aptitude and reference checking, offer and on-boarding
• Develop and promote Talent Acquisition initiatives in consultation with the Talent Acquisition Manager that improve the quality and efficiency of our recruitment processes, drive direct sourcing, candidate care, talent and diversity attraction and building skills specific talent pipelines.
• Actively promote and conduct direct sourcing talented candidates that fit with the PepsiCo culture and values, promote diversity in the workplace and continuously lift capability in the company to build our employer brand and reduce agency costs.
• Provide sourcing support to TAM in talent pipelining for critical roles, conduct research to identify talent pools, attributes and talent drivers to hone attraction strategies for Indonesia market
• Keep up-to-date on talent landscape, talent drivers and share actionable insights with broader TA team
• Manage ERP program, job promotion activities and candidate relationship management platforms

Partnership and communication

• Build and maintain trusting and productive relationships with key stakeholders across the business and externally
• Proactively communicate with internal customers to understand business’s ever-changing needs, benchmark industry’s best practices, identify areas for improvement, propose solutions and align within HR
• Provide proactive recruitment consultation to hiring managers to meet Talent Acquisition needs, positively influencing recruitment outcomes to ensure top talent is recruited.
• Build and maintain clear and effective communication lines with internal and external stakeholders, according to recruitment and selection processes and ‘best practise’.

Reporting & Database management

• Provide advice and support relating to applicable recruitment regulatory requirements and compliance
• Support analysis and reporting on different recruitment metrics including but not limited to sourcing channels, recruitment pipelines, onboarding, etc.

Other ad hoc projects assigned

• Lead end-to-end learning and Development cycle, from training needs analysis, develop training plan, creating modules and assessing evaluation on each learning program that is conducted.
• Identify gap from current and future learning needs of organization and creating flexible learning interventions.
• Facilitate engaging and interactive sessions that promote knowledge retention and application using various formats (in-class, webinars, workshops, etc.)
• Ensure the deliverable of training is given properly by establishing metrics and evaluation methods to assess the impact of training programs.

A bachelor’s degree in psychology, Management, or any field. Preferred at least 5 years of experience in Talent Acquisition and Development, preferable in FMCG Industry.

REQUIRED COMPETENCIES

• Proven record on leading end-to-end recruitment and collaborating with leaders from diverse function and culture background.
• Experience in mass hiring will be an advantage.
• Good knowledge and experience about Employer branding.
• Strong understanding of learning theories and principles design.
• Solid experience in handling learning, e-learning, and have a deep understanding about company competencies matrix and learning management system.
• Proven communication skills in English – verbal and written.