Website:
sats.com.sg
Job details:
Who we are:
Headquartered in Singapore, SATS Ltd. is one of the world’s largest providers of air cargo handling services and Asia’s leading airline caterer. SATS Gateway Services provides airfreight and ground handling services including passenger services, ramp and baggage handling, aviation security services, aircraft cleaning and aviation laundry. SATS Food Solutions serves airlines, institutions, and operates central kitchens with large-scale food production and distribution capabilities for a wide range of cuisines. SATS is present in the Asia-Pacific, the Americas, Europe, the Middle East and Africa, powering an interconnected world of trade, travel and taste. Following the acquisition of Worldwide Flight Services (WFS) in 2023, the combined SATS and WFS network operates over 215 stations in 27 countries. These cover trade routes responsible for more than 50% of global air cargo volume. SATS has been listed on the Singapore Exchange since May 2000. For more information, please visit www.sats.com.sg
Role Purpose
Join SATS' Human Capital team in India and help shape the workforce behind a global aviation, food solutions and logistics organization. In this role, you will partner with leaders across APAC and global functions to identify, engage and hire specialist and leadership talent. You will have the opportunity to work on cross-border searches, develop talent intelligence, build critical pipelines and contribute to SATS' expanding global capability footprint in India. Emphasis will be on building pipelines for leadership roles across functions/businesses and other emerging global capability roles.
The Regional TA Manager will support the identification and hiring of high-quality talent for SATS Ltd. across APAC and selected global functions, being based in India.
Key Responsibilities
1. Global & APAC Talent Acquisition
- Manage end-to-end recruitment for assigned APAC and global positions, from intake discussion through offer and onboarding coordination.
- Partner with hiring managers to understand:
- Role requirements
- Critical competencies
- Technical/functional skills
- Market availability
- Location strategy
- Candidate profile
- Recruit across multiple markets, cultures and time zones.
- Manage multiple specialist and leadership searches simultaneously while maintaining hiring quality and candidate experience.
- Build talent pipelines for anticipated business and capability requirements.
2. Strategic Sourcing & Talent Mapping
- Proactively identify passive talent using LinkedIn Recruiter, professional networks, referrals, talent communities, industry associations and targeted market mapping.
- Conduct talent intelligence and competitor mapping for critical and hard-to-fill positions.
- Build talent pools for recurring and future global requirements.
- Map relevant external talent across:
- Aviation and air cargo
- Logistics and supply chain
- Food solutions
- Technology and digital
- Commercial
- Finance and corporate functions
- Human Capital
- Reduce dependence on recruitment agencies through strong direct-sourcing capability.
3. Hiring Manager & Stakeholder Partnership
- Act as a Talent Acquisition advisor, rather than simply a recruitment coordinator.
- Work effectively with senior stakeholders based in Singapore, India and other APAC/global locations.
- Conduct structured role-intake meetings and translate business requirements into practical sourcing strategies.
- Provide stakeholders with fact-based views on:
- Talent availability
- Candidate expectations
- Hiring challenges
- Notice periods
- Compensation competitiveness
- Location considerations
- Maintain regular recruitment dashboards and pipeline reviews with hiring managers.
This is particularly relevant to the current India hiring environment. Internal recruitment discussions note that manager-and-above candidates in India can have approximately three-month notice periods, making proactive pipeline management important.
4. Candidate Assessment & Selection
- Conduct initial candidate screening and structured competency-based interviews.
- Assess candidates against technical requirements, leadership competencies, experience and organizational fit.
- Prepare concise candidate assessments for hiring managers.
- Coordinate panel interviews and selection processes across different countries/time zones.
- Support reference and pre-employment processes in partnership with relevant HC teams.
- Maintain strong engagement with shortlisted candidates throughout potentially long notice periods.
5. Offer Management & Candidate Conversion
- Partner with HC and hiring leaders on offer development and candidate closure.
- Understand candidate motivations, competing opportunities and potential joining risks.
- Support compensation discussions with appropriate internal stakeholders.
- Maintain engagement from offer acceptance through joining.
- Track offer declines, dropouts and counter-offer risks and identify improvement opportunities.
6. Global Capability
- Support recruitment of global positions that are based in India but serve regional or global stakeholders.
- Build targeted talent pools from established GCCs, technology companies, consulting organizations and multinational businesses.
- Help position India as a credible source of high-quality global talent.
- Support the development of India as a long-term talent and capability hub for SATS.
7. Recruitment Analytics & Governance
Maintain and periodically report key recruitment metrics, including:
- Time to shortlist
- Time to offer
- Time to fill
- Offer-to-accept ratio
- Offer-to-join ratio
- Source effectiveness
- Direct sourcing percentage
- Recruitment cost
- Pipeline conversion
- Candidate dropout/decline reasons
- Hiring manager and candidate feedback
Use recruitment data to identify bottlenecks and recommend improvements.
8. Employer Branding & Talent Engagement
- Represent SATS consistently and professionally in the external talent market.
- Communicate the company's global scale, business platforms and career opportunities to prospective candidates.
- Partner on LinkedIn, recruitment campaigns, talent events and targeted employer-brand initiatives.
- Build relationships with relevant professional communities and specialist talent networks.
- Deliver a high-quality candidate experience regardless of hiring outcome.
Candidate Profile
Education
- Bachelor's degree in Human Resources, Business, Psychology, Management or related discipline.
- Postgraduate HR qualification/MBA preferred
Experience
- 8-12 years of Talent Acquisition/recruitment experience.
- Demonstrable experience recruiting across APAC and/or international markets.
- Experience in a multinational, GCC, global shared-services, aviation, logistics, technology, consulting or similarly complex environment strongly preferred.
- Experience directly sourcing specialist and managerial talent rather than relying predominantly on recruitment agencies.
- Exposure to senior/leadership hiring preferred.
Technical / Functional Competencies
The successful candidate should demonstrate:
- End-to-end recruitment expertise
- Advanced sourcing capability
- LinkedIn Recruiter / Boolean search proficiency
- Talent mapping and market intelligence
- Competency-based interviewing
- Stakeholder and hiring-manager management
- Offer negotiation and candidate closure
- Recruitment analytics
- ATS/recruitment technology proficiency
- Employer branding awareness
Critical Success Attributes
The individual should be:
- Commercially minded: understands that recruitment is ultimately about enabling business outcomes.
- Consultative: comfortable challenging or advising hiring managers using market evidence.
- Globally oriented: able to work effectively across cultures and geographies.
- Strong networker: capable of creating talent pipelines before vacancies arise.
- Hands-on: personally comfortable sourcing and engaging candidates.
- Data driven: uses recruitment analytics to influence decisions.
- Highly responsive: able to manage priorities across different time zones.
- Candidate focused: maintains a professional and engaging experience throughout the recruitment journey.
- Adaptable: comfortable operating in a growing global capability environment where requirements may evolve rapidly.
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