Talent Acquisition Head (Real-estate)

Office location: Makati Work setup: Full onsite Role Overview The Talent Acquisition Head will play a key role in driving large-scale, high-volume recruitment to support the organizations aggressive workforce expansion. This leader will design and execute scalable hiring strategies, build a high-performing TA team, and partner closely with business leaders to ensure timely, high-quality talent acquisition outcomes. The role will focus on meeting a projected hiring demand of approximately 1,000 FTEs. Qualifications 8–12 years of experience in Talent Acquisition, with at least 5 years in a leadership capacity. Proven success in managing high-volume recruitment ramps (around 1,000+ FTEs). Experience in building and leading large TA teams in fast-paced, scaling organizations. Strong analytical skills and experience in recruitment reporting and metrics. Demonstrated ability to engage and influence senior stakeholders and business leaders. Exposure to large, multi-site, or enterprise-level organizations is highly preferred. Key Responsibilities 1. Talent Acquisition Strategy & Workforce Planning Develop and execute a comprehensive TA strategy aligned with business growth objectives. Lead workforce planning initiatives to support large-scale hiring ramps. Build scalable recruitment frameworks, processes, and governance models for high-volume hiring. 2. High-Volume Recruitment Management Oversee end-to-end recruitment for bulk hiring initiatives (up to 1,000 FTEs). Design ramp strategies including sourcing models, assessment methods, and talent pipeline management. Establish and monitor recruitment KPIs (time-to-fill, cost-per-hire, quality-of-hire, offer acceptance rate, etc.). Provide executive-level reporting on hiring metrics and forecasts. 3. Team Leadership & Capability Building Build, structure, and lead a high-performing Talent Acquisition team. Coach recruitment managers and recruiters on sourcing strategies, stakeholder engagement, and process optimization. Drive performance management within the TA function to ensure service excellence. 4. Stakeholder Management Act as a strategic recruitment advisor to senior business leaders. Partner with HR Business Partners and Operations Heads to anticipate manpower requirements. Manage vendor partnerships (RPOs, agencies, job portals) to support volume hiring initiatives. 5. Process Optimization & Employer Branding Standardize recruitment processes to improve efficiency and candidate experience. Implement technology and automation to enhance sourcing, screening, and selection. Strengthen employer branding initiatives to attract top talent in competitive markets.