Talent Acquisition Specialist (12-month Fixed-Term Contract)

About the role As part of the regional Talent Acquisition Centre of Excellence in Southeast Asia and Australia, the Talent Acquisition Specialist plays an important role in delivering high-quality recruitment for Singapore, with a primary focus on retail hiring and selected support for office recruitment. The role supports the refreshed regional TA operating model by enabling consistent, agile and candidate-centric hiring delivery.

Working closely with the TA COE Lead, Singapore P&O team, retail leaders and hiring managers, the Talent Acquisition Specialist will manage end-to-end recruitment activity, build proactive pipelines, maintain strong process discipline and contribute to a thoughtful candidate and stakeholder experience. This is a hands-on recruitment delivery role, with the opportunity to contribute to market insight, hiring quality and continuous improvement across the SEAA TA community.

What impact you can create at CHANEL You will help secure the retail talent that brings the CHANEL experience to life in Singapore. By building strong pipelines, partnering closely with retail leaders and delivering a thoughtful candidate journey, you will enable boutiques to meet their workforce needs with quality and pace. You will also support selected office recruitment, contributing to an agile and connected SEAA Talent Acquisition model.

Through disciplined execution, market understanding and strong stakeholder partnership, you will help strengthen hiring effectiveness, candidate experience and recruitment consistency across Singapore. Key responsibilities Strategic and operational talent acquisition Lead end-to-end recruitment for retail positions across Singapore, from intake and sourcing through assessment, offer management and onboarding handover.

Support selected office recruitment assignments based on market and regional priorities. Partner with hiring managers and P&O teams to understand workforce needs, critical vacancies, hiring timelines and role requirements. Translate hiring needs into practical sourcing and selection plans that balance quality, pace and business priorities. Actively manage pipelines for recurring, volume and business-critical retail roles.

Leverage direct sourcing, referrals, networking, market mapping and relevant recruitment channels to build sustainable talent pools. Deliver a consistent and professional hiring experience for candidates and hiring managers. Stakeholder partnership and advisory Serve as a trusted recruitment partner to hiring managers, providing clear progress updates, talent market perspectives and practical recommendations.

Build effective relationships with retail leaders, P&O team and regional TA colleagues to ensure alignment on hiring priorities and service expectations. Calibrate role requirements with hiring managers and advise on sourcing approach, talent availability and candidate assessment. Use external talent and competitor insights to help shape realistic profiles, sourcing strategies and hiring decisions.

Escalate risks, bottlenecks and priority trade-offs in a timely and solution-oriented manner. Regional collaboration and ways of working Operate within the SEAA TA COE model, contributing to workload agility, cross-market knowledge sharing and consistent recruitment standards. Collaborate with TA peers and regional colleagues to share pipelines, market insights, challenges and learnings. Support regional TA initiatives and continuous improvement efforts where relevant.

Adopt consistent ways of working, governance and recruitment practices across assigned hiring activity. Contribute to a collaborative, connected and agile TA community across SEAA. Data, insights and process discipline Maintain accurate and timely candidate, requisition and hiring data in Workday and other relevant recruitment systems. Track and monitor key recruitment indicators, including hiring progress, time to fill, pipeline health, source effectiveness and offer outcomes.

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