Recruitment Officer ( End-to-End Recruitment)

Job Purpose

The Recruitment Officer is accountable for the end-to-end delivery of Talent Acquisition for all dnata Singapore roles, regardless of location, operating from the centralised recruitment hub in Clark, Philippines.

The role ensures all approved vacancies are filled within agreed timelines, in a cost-effective, compliant, and sustainable manner, while supporting dnata Singapore’s operational continuity and long-term workforce needs. The position owns recruitment execution, sourcing channels, recruitment systems talent pipelines, early career programmes, employer branding initiatives, and recruitment governance, with clear handover to designated onboarding teams post-offer.

Minimum Requirements

• Diploma in Human Resource Management or related discipline; Degree preferred.
• 3–5 years of end-to-end Talent Acquisition experience, preferably in high-volume or operational environments (aviation, logistics, ground handling, or similar).
• Proven experience managing the full recruitment lifecycle independently.
• Experience in direct sourcing through LinkedIn Recruiter is advantageous.
• Hands-on experience with Applicant Tracking Systems; Knowledge of SAP SuccessFactors Recruitment module is advantageous.
• Working knowledge of Singapore Employment Act, Ministry of Manpower (MOM) recruitment-related regulations, and fair hiring practices.
• Experience managing job portals, recruitment vendors, talent pipelines, and early career initiatives.
• Strong organisational, stakeholder management, and analytical skills.
• Excellent written and spoken English.
• Proficient in Microsoft Office; SAP experience is an advantage.
• Able to work independently in a regional / offshore recruitment model supporting Singapore operations.

Job Accountabilities and Responsibilities

Recruitment Delivery & Workforce Fulfilment

• Deliver end-to-end recruitment for all dnata Singapore roles on all seniority levels, including (frontline, operational, professional, and managerial positions)
• Translate approved manpower plans into timely and executable hiring actions.
• Ensure vacancies are filled within agreed Service Level Agreements (SLAs) for time-to-fill and hiring volumes.
• Identify recruitment risks and implement mitigation actions to prevent operational impact.

Recruitment Operations & Systems

• Act as functional owner of the Applicant Tracking System (ATS) and Recruitment systems.
• Ensure requisitions are properly approved, tracked and closed in accordance with governance and audit requirements.
• Maintain recruitment data integrity, dashboards, and reporting to support workforce planning and decision-making.
• Drive continuous improvement of recruitment processes, controls, and candidate experience.

Sourcing Channels & Vendor Management

• Develop and execute sourcing strategies using job portals, referrals, social media, talent communities, and agencies (where approved).
• Manage job portal subscriptions and recruitment vendors, including performance monitoring.

Career Site, Employer Branding & Outreach

• Manage dnata Singapore’s career site, ensuring content accuracy, relevance, and alignment with branding guidelines.
• Execute employer branding initiatives, including career talks, job fairs, recruitment campaigns, and digital outreach.
• Partner with HR and relevant stakeholders to strengthen dnata’s employer brand in the market.

Talent Pipelines & Early Career Programmes

• Build and maintain sustainable talent pipelines to support current and future workforce needs.
• Manage early career initiatives, including Work-Study Diploma (WsDip) and Internship programmes.
• Collaborate with educational institutions, training providers, and government agencies to support long-term hiring requirements.

Compliance, Grants & Hiring Handover

• Manage end-to-end processing and tracking of applicable government grants and recruitment-related hiring schemes.
• Ensure recruitment activities comply with Singapore Employment Act, MOM recruitment-related regulations, fair hiring practices, internal policies and dnata governance manual.
• Handover successful candidates to the HR Operations / Onboarding team in a timely and structured manner to support onboarding and work pass processing.
• Maintain proper documentation and audit trails for recruitment activities.

Stakeholder Management

• Partner with Hiring Managers and HR Business Partners to identify their hiring needs., provide weekly updates and insights, and hiring recommendations.
• Support broader HR initiatives and projects as required.