Key accountabilities

• Lead end-to-end recruitment for senior leadership, commercial, supply-chain, Finance and IT roles across APAC - identifying, attracting, assessing, and securing high-quality talent for the region’s most critical and hard-to-fill positions.
• Build proactive talent pipelines for critical and hard-to-fill roles through networking, market mapping, and targeted sourcing.
• Generate talent intelligence and market insights - talent availability, market mapping, and competitor benchmarking - to inform hiring strategies and support business decision-making.
• Support succession planning and future workforce needs by proactively identifying, engaging, and building relationships with talent ahead of confirmed vacancies.
• Champion skills-based hiring, assessing candidates against the Skills Framework and role-specific competencies rather than relying solely on job titles or tenure.
• Act as a trusted advisor to regional leaders and hiring managers on recruitment strategy, market conditions, and hiring decisions.
• Reduce reliance on external agencies by strengthening internal recruitment capability.
• Localise and activate the employee value proposition across APAC; embed DEI principles in sourcing and selection.
• Ensure high-quality and consistent candidate experience throughout the recruitment lifecycle while maintaining robust assessment and selection standards.
• Drive data-informed decision-making through recruitment dashboards, talent market insights, and key hiring metrics, ensuring data accuracy, governance, and compliance within Workday.
• Digital fluency and AI enablement - use AI and digital tools (e.g. Workday, sourcing and screening technology) to strengthen recruitment efficiency, decision-making, and candidate engagement.
• Manage relationships with approved recruitment agencies, sourcing partners, and talent vendors, monitoring performance against agreed service levels, quality standards, diversity expectations, and cost targets - as one input into a blended internal/external sourcing model.
• Lead, coach, and develop one Sourcing Specialist.

People management responsibilities

Provide leadership, coaching, and performance management to the Sourcing Specialist, ensuring high-quality delivery of sourcing activities, talent pipeline development, and market intelligence. Drive capability building, continuous improvement, workload prioritization, and alignment with agreed Talent Acquisition standards, while fostering a collaborative, accountable, and high-performing team culture.

Skills

Leadership & core skills

• Stakeholder Management (Advanced) - Acts as a trusted advisor to regional leaders and hiring managers; builds and maintains strategic partnerships across the business.
• Communication & Storytelling (Proficient) - Communicates with clarity and conviction; adapts style for different audiences; uses storytelling to bring the employer brand and EVP to life for candidates and stakeholders.
• Decision Making (Proficient) - Makes timely, informed decisions to balance speed and quality.
• Developing Talent (Proficient) - Coaches and develops team members; builds future capability.

Technical skills

• Sourcing & Engagement (Advanced) - Builds proactive talent pipelines through networking, market mapping and targeted sourcing; engages candidates effectively throughout the process.
• Domain Expertise (Proficient) - Deep understanding of APAC talent markets, industry dynamics, and role profiles across commercial, supply chain, Finance and IT.
• Commercial Acumen (Proficient) - Uses structured, data-driven thinking to influence hiring decisions and demonstrate recruitment effectiveness and ROI.
• Employee Value Proposition (EVP) (Proficient) - Localises and activates the EVP across APAC to strengthen candidate attraction and engagement.
• Digital & Data Enablement (Proficient) – Uses digital tools, AI-enabled recruitment technologies and Workday to improve recruitment outcomes and ensure data quality.

Key requirements

• Education - Bachelor's degree in HR, Business, Supply Chain, or related field.
• Experience - 7-10 years of APAC recruitment experience, ideally in specialty chemicals or distribution, including experience hiring senior leaders, commercial managers, and supply-chain profiles.
• Recruitment approach - Competency-based interviewing aligned with Skills Frameworks; demonstrated ability to shift recruitment from agency-driven to internal sourcing; strong analytical capability using recruitment metrics; stakeholder management experience in matrix environments.
• Global scope readiness - Able to lead selected recruitment for global leadership profiles, consistent with the occasional Group-level scope noted above.
• Digital & Systems Capability - Proficiency with HR systems such as Workday.
• Language skills - Fluent English and Malay required; proficiency in additional Asian languages is advantageous, reflecting the region's stakeholder and candidate base.