This role combines regional Talent Acquisition Operations leadership for Asia Pacific Japan & China (APJC) with global lead of TA technology and tools. Acting as the primary APJC SME, the role ensures recruiting operations run efficiently, consistently, and in alignment with global standards. In parallel, the role serves as the business lead for the TA technology ecosystem, driving adoption, optimization, automation, and continuous improvement to enhance recruiter, hiring manager, and candidate experiences.
Key Responsibilities
APJC Recruiting Operations & Regional Support (50%)
Serve as the primary subject matter expert for Talent Acquisition operations across APJC, ensuring operational consistency, compliance, and effective execution across all supported markets
Partner with TA leaders, recruiters, and business stakeholders to understand hiring priorities, workforce plans, operational challenges, and evolving business needs
Provide expert guidance on recruiting processes, systems, governance, and best practices, supporting teams in navigating complex operational scenarios
Monitor operational performance, identify trends and root causes, and drive continuous improvement initiatives that enhance efficiency, quality, and stakeholder experience
Represent APJC requirements and perspectives in global forums, ensuring regional needs are understood and appropriately reflected in global decisions and priorities
Balance local market requirements with global standards, driving consistency while enabling necessary regional flexibility
Lead the rollout and adoption of new processes, tools, and ways of working across APJC, ensuring effective change management and minimal business disruption
Foster collaboration and best practice sharing across geographically dispersed recruiting teams, helping create a consistent and scalable operating model
Global TA Technology Business Ownership & Enablement (50%)
Act as the primary Talent Acquisition business lead and subject matter expert for TA technology, representing recruiting needs and priorities to HR Digital, IT, vendors, and other stakeholders.
Define TA business requirements, process needs, user experience priorities, and enhancement opportunities aligned with hiring objectives and workforce strategies.
Partner with HR Digital throughout the technology lifecycle, including requirements gathering, testing, change impact assessments, release readiness, and adoption activities.
Identify opportunities to improve recruiter, hiring manager, and candidate experiences through process optimization, automation, AI capabilities, and effective use of existing technologies.
Lead the TA business workstream for technology initiatives, ensuring stakeholder alignment, communication, change management, and successful adoption.
Gather feedback from recruiters, coordinators, hiring managers, and business leaders to influence future enhancements and priorities.
Partner with HR Digital and Analytics teams to improve reporting, data quality, governance, and operational insights that support informed decision-making.
Measure adoption, business outcomes, and user satisfaction to ensure technology investments deliver value to Talent Acquisition.
Key Skills & Competencies
Strong experience supporting recruiting operations in a complex, global environment, with a deep understanding of APJC markets
Proven ability to manage and influence senior stakeholders without direct authority with the ability to balance global priorities and regional business needs
Strong consultation and relationship-management skills
Expertise across Talent Acquisition technologies, including ATS, CRM, scheduling, assessment, and recruitment marketing platforms
Experience with system enhancements, UAT, change management, technology implementations, and vendor management
Strong understanding of data flow and TA Ecosystem
Ability to analyse data, identify improvement opportunities, and drive operational excellence
Additional Details
This job has a full time weekly schedule. It includes the option to work remotely.
Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: https://careers.agilent.com/locations
Agilent Technologies Inc. is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability or any other protected categories under all applicable laws.
25% of the Time
Day
No End Date
HR
