Reported successfully

End-to-End Talent Acquisition & Target Delivery

• Volume & Specialized Hiring: Lead recruitment drives for new positions and replacements across Head Office units and regional branch networks.
• Team Target Execution: Drive team effort to achieve monthly target allocations (e.g., target of 35 appointed candidates per month across assigned operational teams).
• Pipeline Development: Build and maintain an active candidate pipeline tailored to organizational expansion and financial product line requirements.
• Interviewing & Selection: Partner with department managers to conduct in-person and virtual interviews for Supervisory levels and below, ensuring competency alignment.

Compensation Benchmarking

• Salary Surveys: Conduct periodic salary and compensation surveys to evaluate current market benchmarks, ensuring competitive pay structures within the finance industry.
• Supervisory Guidance: Mentor HR Executives and Staff, resolving daily operational roadblocks to maintain high team morale and productivity.
• Competency Frameworks: Perform market research to identify evolving competency frameworks, skills gaps, and workforce ratios in the financial sector.

Sourcing Channel Expansion & Branding

• Channel Management: Expand external hiring channels through job fairs, social media campaigns, campus drives, and recruitment agency networks.
• Screening & Vetting: Direct background verification workflows and provide objective hiring recommendations to departmental leaders.
• Cost Optimization: Implement practices to reduce time-to-hire and cost-per-hire, minimizing overall corporate recruitment overhead.

Team Leadership & Operational Reporting

• Supervisory Guidance: Mentor HR Executives and Staff, resolving daily operational roadblocks to maintain high team morale and productivity.
• Onboarding & Offboarding Integration: Coordinate with HR Administration Team to ensure smooth employee profile registrations and support exit interview analysis for outgoing staff.

HR Analytics: Compile and deliver operational recruitment reports:
Mentor HR Executives and Staff on daily sourcing methodologies, telephone screening standards, and interview scheduling workflows. Compile candidate headcount data and prepare periodic operational reports, including:

• Weekly Hiring Status & Turnover Reports
• Monthly Market Competency & Salary Survey Analysis
• Annual Headcount, Position Hiring, and Turnover Evaluation Reports

• Bachelor’s Degree in Human Resource Management, Business Administration, Psychology, or a related field. An MBA or post-graduate HR diploma is highly preferred.
• Minimum 4–6 years of progressive recruitment experience, with at least 2 years in a senior executive, specialist, or assistant manager capacity—preferably within a finance, microfinance, or banking environment.
• Hands-on expertise with Applicant Tracking Systems (ATS), HRIS modules, job portals, LinkedIn Recruiter, and advanced Microsoft Excel (data consolidation and analytics).
• Strong interviewing skills, knowledge of Myanmar labor laws, excellent negotiation abilities, data-driven analytical mindset, and proven team leadership.
• Intermediate skill in both written and spoken English and Burmese.
• Hiring Target Achievement, ≥80% achievement against monthly team hiring targets.