Top Talent Acquisition Jobs in Singapore

Leads high-volume university and early-career recruitment across Australasia and Southeast Asia. Builds university partnerships, manages intern and applicant pipelines, delivers campus hiring and internship programs, ensures positive candidate experiences and data integrity, and maintains compliance with recruiting processes. Partners with business stakeholders and global early-career teams while using analytics, project management, communication, and relationship-building skills to improve talent acquisition outcomes.

The Staff/Principal Recruiter will advise on talent acquisition strategies, manage stakeholder relationships, lead recruitment programs, and utilize AI and digital tools to enhance hiring effectiveness.

Lead full-cycle recruiting across APAC for technical, corporate, and leadership roles. Partner with senior leaders on hiring strategy, coach hiring managers, build diverse pipelines, leverage AI and recruiting analytics, ensure local compliance, mentor recruiters, and drive process improvements to enhance candidate and hiring manager experience.

Provide talent acquisition advisory and manage pipelines for business units. Responsibilities include sourcing, screening, interviewing, salary proposals, onboarding, stakeholder partnership, candidate experience, hiring-market insights, and employer branding. The role requires balancing commercial objectives, risk management, operational goals, and innovative hiring solutions while acting as an ambassador for the bank.

Lead regional Sales and Go-to-Market recruiting in Singapore as a strategic partner to senior leaders. Advise on hiring decisions, compensation, offers, workforce planning, and market conditions. Improve interview and candidate experiences, analyze hiring funnels, recommend strategic changes, and collaborate with regional recruiting teams on global initiatives, employer branding, and diversity outreach. Use AI and talent intelligence tools while maintaining sound judgment around privacy and algorithmic bias.

Manage end-to-end recruitment for real estate and corporate roles, including sourcing, screening, interviewing, onboarding, pipeline development, and stakeholder partnership. Promote employer branding through campus drives, job fairs, and digital platforms. Ensure compliant hiring practices, track recruitment metrics, provide leadership insights, manage multiple requisitions, benchmark compensation, and support diversity and inclusion initiatives.

Manage end-to-end recruitment for cybersecurity, data analytics and software engineering roles: partner with hiring managers, source and screen candidates, manage offers and placements, and maintain talent pipelines and scholarship management.

Support end-to-end recruitment delivery by coordinating interview logistics, managing ATS updates, communicating with candidates, assisting with job postings, offers and pre-onboarding, and improving recruitment workflows to ensure accurate, timely, and professional hiring processes.

Own talent attraction and employer branding across Asia Pacific and China. Develop localized campaigns for Japan, Singapore, South Korea, China, and India; manage paid social campaigns; create employer brand content; analyze campaign performance; and partner with Talent Acquisition, Communications, HR, and business leaders to align regional strategies with global employer brand initiatives.

Support talent acquisition for technology roles by sourcing and screening candidates, managing job postings, coordinating interviews, maintaining ATS data, conducting market and competitor research, supporting employer branding and recruitment projects, and suggesting process improvements. The program is intended for current university students and recent graduates in an international, technology-focused environment.

Manage end-to-end talent acquisition for AIA Investment Management, including requisition intake, sourcing, market mapping, stakeholder partnering, offer negotiations, candidate experience, recruitment operations, Workday data management, governance, analytics, and process improvement. The role also builds talent pipelines, advises hiring managers on market conditions and compensation, monitors recruitment KPIs, and leads talent acquisition projects.

Manage full-cycle recruiting across corporate functions (Compliance, Legal, Ops, Finance, HR, Security). Source candidates, coordinate interviews, consult hiring managers, improve hiring processes, negotiate offers, and maintain talent pipelines and recruiting databases.

Support full-cycle recruitment by sourcing candidates, screening resumes, coordinating and conducting interviews, maintaining ATS records, and managing candidate communications to ensure a positive candidate experience.

Lead negotiation, lifecycle management, compliance, and risk mitigation for commercial contracts and fee-for-service agreements. Identify commercial funding opportunities, develop cost proposals and pricing strategies, build donor/partner relationships, and implement contract management systems and analytics to protect organisational interests and maximise programme delivery.

Lead strategic direction, implementation, financial oversight, and stakeholder engagement for large donor-funded humanitarian and development programmes. Ensure compliance, strengthen systems (finance, procurement, MEAL, HR), manage senior staff and partners, and represent the programme to donors and governments while promoting learning and adaptive management.

Lead end-to-end pursuit of institutional funding: donor landscape analysis, Go/No-Go decision-making, proposal development and budgeting, donor relationship building, cross-functional bid coordination, award negotiation, and post-award transition. Implement grant workflows, knowledge management, and AI-assisted tools to improve proposal quality and institutional memory.

Provide financial leadership across the grant lifecycle: prepare compliant cost proposals, manage post-award financial monitoring and reporting, ensure donor compliance, support audits, advise on financial feasibility, build partner capacity, and maintain grant financial systems and analytics.

The Senior HR Specialist will ensure compliance with global employment laws, enhance talent acquisition frameworks, manage hiring efficiency, and train HR teams on compliance risks and strategies.

Full-cycle recruiting for business functions: source, interview, coordinate hiring, negotiate offers, and onboard. Improve hiring processes, manage recruiting databases, maintain talent pipelines, attend outreach events, and support HR projects.

The Talent Acquisition Partner manages the recruitment process for PFS Sales roles, collaborating with Hiring Managers and HRBPs to meet business needs while ensuring compliance and a positive candidate experience.

Responsible for end-to-end recruitment for PFS Sales roles, managing sourcing, screening, interviews, offers, and onboarding while advising stakeholders and ensuring compliance.

Lead the recruitment process across various software engineering roles, building talent pipelines and improving interview processes to attract top candidates.

Lead end-to-end recruiting for software engineering roles globally, focusing on sourcing high-quality talent and improving hiring processes.

Executes global talent acquisition strategies, manages recruitment for multiple roles and markets, sources candidates, advises stakeholders, builds internal and external networks, and drives employer branding initiatives including internships, career fairs, and career talks.

Run full-cycle recruitment across multiple functions and regions: take briefs, source (LinkedIn, job boards, referrals), screen, interview, manage ATS, build pipelines, close roles quickly, and improve hiring processes and employer brand.