TA Supervisor/Manager

Lead, mentor, and develop a team of Talent Acquisition Specialists and Sourcers to meet aggressive recruiting targets.

Develop and implement comprehensive recruitment strategies to attract strong talent across all functions — technical, business operations, sales, collections, credit/risk, and corporate support.

Lead and optimize end-to-end hiring processes for key roles, ensuring strategic, efficient, and compliant hiring practices.

Drive employer branding initiatives and talent pipeline development to position the company as an employer of choice in the Philippine fintech space.

Track and optimize recruitment KPIs: time-to-fill, cost-per-hire, source effectiveness, offer acceptance rate, quality-of-hire, and retention metrics. Companies with sophisticated hiring metrics see up to a 30% improvement in first-year retention.

Partner with department heads to forecast hiring needs and develop quarterly/annual manpower plans aligned with business growth objectives.

Lead and manage high-volume recruitment campaigns (e.g., 100+ hires per month) for operational and frontline roles such as collections officers, field agents, and sales staff. Monitor recruiting targets daily and act quickly to troubleshoot obstacles.

Build and maintain a strong talent pipeline for critical roles, especially in fintech and consumer lending sectors.

Lead executive and specialized hiring for senior management, technical experts, and niche roles in the fintech ecosystem.

Manage the end-to-end hiring process for foreign nationals (e.g., technical experts, senior managers from overseas), ensuring full compliance with DOLE Department Order No. 248-2025.

Key AEP requirements under DO 248-25 include:

• File AEP application within 15 calendar days of signing the employment contract or upon issuance of the foreign national‘s appointment.

• Submit Understudy Training Plan (UTP) or Skills Development Plan (SDP) within 60 days from the start of employment of the foreign national.

• Comply with skills transfer requirements and economic needs test (employer must demonstrate that no qualified Filipino is available for the role).

Prepare and submit AEP applications to DOLE, ensuring timely processing and renewals.

Coordinate with the Bureau of Immigration for work visa processing and PEZA visa requirements where applicable.

Develop, implement, and continuously improve recruitment processes, SOPs, and governance frameworks.

Implement and maintain an Applicant Tracking System (ATS) and recruitment reporting dashboards.

Establish recruitment reporting to support data-driven decisions.

Manage recruitment budget, including agency fees, job portal subscriptions, and job fair participation costs.

Ensure recruitment practices comply with Philippine Labor Code, DOLE regulations, and NPC data privacy requirements (Data Privacy Act).

Design and implement a structured onboarding program to ensure new hires are effectively integrated into the company culture and operational processes.

Drive a positive candidate experience throughout the recruitment journey.

Advise leadership on market trends in talent acquisition, competitor hiring practices, and salary benchmarks for key roles in the fintech/lending sector.

Build and maintain relationships with PESO (Public Employment Service Office) offices nationwide, universities, and recruitment agencies to expand talent sourcing channels.

Education: Bachelor‘s degree in Psychology, Human Resources Management, Business Administration, or a related field. Master’s degree (MBA or MA in HRM) is highly preferred.

Experience: Minimum of 10 years of progressive HR/Recruitment experience, with at least 5 years in a managerial or leadership role (TA Manager, Recruitment Manager, or Talent Acquisition Lead). Strong hands-on recruitment experience is essential.

Industry Experience: Prior experience in fintech, consumer finance, retail lending, device financing, or BPO/high-volume hiring environments is strongly preferred. Candidates from Home Credit, BillEase, PayJoy, Salmon, Tala, JuanHand, Tonik, or similar fintech/lending companies will be given priority.

Language: Fluent in English and Filipino (Tagalog), both written and spoken.

Recruitment Expertise: Deep experience in end-to-end recruitment, including sourcing, screening, interviewing, offer negotiation, and onboarding. Proven ability to manage high-volume hiring (100+ hires per month) for operational roles.

Strategic Sourcing: Proficiency in using multiple sourcing channels (Jobstreet, LinkedIn, Indeed, campus recruitment, PESO partnerships, agencies) and applicant tracking systems.

Team Leadership: Proven ability to lead, mentor, and develop TA teams to meet aggressive recruiting targets.

Workforce Planning: Strong ability to forecast hiring needs and develop manpower plans aligned with business goals.

Foreign Hiring Compliance: Knowledge of DOLE AEP requirements (DO 248-2025), including Labor Market Test, Economic Needs Test, and Understudy Training Program requirements.

Labor Law Knowledge: Solid understanding of Philippine Labor Code, DOLE regulations, and statutory benefits.

Data-Driven Decision Making: Ability to track and analyze recruitment KPIs and present actionable insights to leadership.

Stakeholder Management: Excellent interpersonal and communication skills to partner effectively with hiring managers and senior leadership.

CHRP (Certified Human Resource Professional) or other HR certifications.

Experience working in a fast-growing startup or multinational fintech environment in the Philippines.

Experience in setting up TA processes from scratch for a new market entry.

Knowledge of PEZA HR compliance requirements and incentives.

Experience with Workday, SAP SuccessFactors, or other enterprise HRIS/ATS platforms.