| | Timeo's Talent Spotlight January 2024 | | | | | |
Dear Guest,
The 2024 Talent Odyssey: The Why and How of Transforming Recruitment and Talent Development in APAC
At Timeo, we're diving deep into 2024, a year that's not just another calendar page but a canvas for reinventing how Organisations attract, engage, and keep the talent they need to deliver their business goals. Picture this: a survey from Forbes Global Talent Report 2024 reveals that employees in Asia Pacific are more willing than their global counterparts to explore new job opportunities, with nearly 50% considering changing employers within the next year (a 10% increase from the previous year). And they are not just seeking new roles, they're negotiating for what they believe they are worth with 40% planning to negotiate for higher wages. It's a bold new world in talent, and it's unfolding right here in our vibrant and diverse region.
The global talent market is witnessing unprecedented changes.
The aftermath of the pandemic, coupled with rapid technological advancements, has reshaped employee expectations and altered the recruitment landscape. In the Asia Pacific region, these shifts are particularly pronounced, reflecting its unique economic and cultural diversity.
In the rapidly shifting landscape of 2024, we believe that successful companies will be those that master these five crucial areas.
1. Redefining Candidate Experience: In the current competitive job market, candidate experience has emerged as a crucial differentiator for employers. A survey from Mercer (Global 2024 Talent Trends) shows that enhancing the EX/EVP to attract & retain top talent is number 1 priority for HR Managers in 2024. Successful Organisations will need to delve into the nuances of creating a positive, engaging, and seamless recruitment process that resonates with today’s candidates.
2. Championing Skills-Based Hiring and Upskilling: This approach shifts the focus from traditional credentials (like degrees and previous job titles) to the actual skills and potential a candidate possesses. It's about recognizing the capabilities that are truly necessary for a role and valuing continuous learning and adaptability. Upskilling refers to the practice of providing current employees with training and development opportunities to acquire new skills, ensuring they remain relevant and valuable in an evolving workplace.
3. Embracing the Remote Revolution: This key area acknowledges the significant increase in remote and hybrid work models. It's about adapting to and capitalizing on the benefits of these models, such as increased flexibility and access to a broader talent pool, while also addressing challenges like maintaining team cohesion and company culture in a physically dispersed environment.
4. Harnessing Technology in Recruitment: The role of artificial intelligence, machine learning, and data analytics in streamlining the recruitment process is undeniable. Organisations need to embrace these technologies to enhance efficiency, reduce bias, and improve the overall quality of hires.
5. Global Talent Management: With businesses increasingly operating on a global scale, Business Leaders need to be aware of the challenges and opportunities in managing a diverse, international workforce, including strategies for effective communication, collaboration, and cultural integration. It also addresses the necessity to foster an inclusive culture that values and leverages on differences.
As we conclude our exploration of the 2024 Talent Market landscape in the Asia Pacific region, it's clear that the future of work is not just about adapting to changes but about proactively shaping them. And as this journey of talent transformation unfolds, we at Timeo, are excited to be a part of your story in shaping a more dynamic, inclusive, and forward-thinking workplace. The world is a better place when people are good at what they do.
Let's be good together™.
| | | | 10 Highly skilled individuals who we believe could be excellent additions to your teams | | Ref #1 People Operations Manager, Human Resources | | Country Base
& Nationality | SINGAPORE
Singaporean | | Industries | Retail, Construction, and Manufacturing
| Candidate highlights
| - Experienced in providing performance reviews. Assisting with the implementation of employee's evaluation framework, monitoring employee’s performance.
- Experienced in compensation and benefits - responsible for group-wide insurance and medical plans.
- Expert Training and upskilling. Designed a training program and coordinated the engagement of external vendors and the implementation.
| | Specific skills |
Performance Reviews, Compensation & Benefits, Training | | Education |
Bachelor's Degree in Marketing
| | Languages | English and Mandarin
| | Availability | 1 month |
| | | | | | Ref #2 Accounting & Finance Manager, APAC | | Country Base
& Nationality | SINGAPORE
Singapore PR | | Industries | Logistics & Supply Chain, Information Technology and Manufacturing | Candidate highlights
| - Over 17 years of regional experience in financial and management reporting, group consolidation, budgeting, forecasting, cash flow management, revenue assurance, local statutory audit and tax compliances and finance operations improvements.
- Experienced in setting up finance processes from scratch and played a pivotal role in system migration and integration.
- Proven track record in managing financial strategies and driving excellence in accounting practices.
| | Specific skills | Financial accounting, Management accounting, Budgeting, Forecasting, Cash flow management, US GAAP and IFRS
| | Education | Bachelor’s Degree in Accounting and Finance
| | Languages | English and Mandarin
| | Availability | 2 months |
| | | | | | Ref #3 Corporate Human Resources Manager | | Country Base
& Nationality | INDONESIA
Indonesian | | Industries | Drilling, Mining, ENC & Oil Gas Services | Candidate highlights
| - Experienced in managing resources in a Joint Venture environment.
- Focused on business, designing and delivering projects promptly.
- HR Functions for various job sites including Recruitment, Training and development, Performance Management, Compensation Benefits and Workers' Compensation, Grievances and Case Management, and Government and Industrial Relations.
| | Specific skills | Industrial relations, Coaching, Negotiation and Public Speaking, MS Office
| | Education | Master of Business Administration | | Languages | English and Bahasa | | Availability | 1 month |
| | | | | | Ref #4 Senior FP&A Analyst | | Country Base
& Nationality | SINGAPORE
Singapore PR | | Industries | FMCG and Retail | Candidate highlights | - Recent MBA graduate with over 4 years of experience in financial modelling, reporting, forecasting and process optimisation.
- Proficient in working with large raw data to extract meaningful insights that drive informed decision making for the business.
- Experienced in building and analysing detailed P&L models to evaluate the performance and profitability of the business.
| | Specific skills | Financial modelling, Financial reporting, Forecasting and Process optimisation
| | Education | MBA in Business Administration
| | Languages | English and Mandarin | | Availability | 1 month |
| | | | | | Ref #5 Business Development Director, APAC | | | Country Base & Nationality | SINGAPORE
Singaporean | | Industries | Retail Apparel and Fashion, Tobacco, Distribution, and Pharmaceutical Manufacturing
| | Candidate highlights |
- Possesses years of O2O omnichannel sales leadership skills (B2B, B2C, DTC) in regional sales organizations managing P&L, business operation, regional distributors & external partners. Possess proven track record in diverse markets’ commercial & retail operations.
- Experienced in building brand equity & driving sales offline & online.
- Delivered strategic growth & organic productivity in D2C business initiatives.
- A business savvy, committed, analytical & driven Commercial Hunter and team Player – with a growth mindset, able to work autonomously, under pressure & multi-task with problem-solving skills & logical thinking to follow up projects end-to-end to meet deadlines.
- Possessed vision & passion with a proven track record to motivate, lead & influence others in an inspiring & hands-on leadership style. Managed a team to work aligned with cross-functional teams to drive collaboration, decision making & achieve growth & results in a competitive environment.
| | Specific skill | Business Strategy & Strategic Plans, Distributor Management & Business Partnerships, O2O Omnichannel Retail, Travel Retail & Key Account Management, Strategic Development & Expansion
| | Education | Master in Finance | | Languages | English and Mandarin. Basic in regional foreign languages – Cantonese, Hokkien, Thai, and Vietnamese. | | Availability | 1 month |
| | | | | | Ref #6 Senior Human Resources Manager | | Country Base
& Nationality | SINGAPORE
Singaporean | | Industries | Oil and Gas, Research Services, Medical Equipment Manufacturing, and Hospital & Healthcare | Candidate highlights
| - Responsible for the annual performance appraisal exercise.
- Spearhead and supported various HR Projects and initiatives.
- Responsible for Compensation and Benefits schemes, renewal of insurance, expatriate management, manpower and recruitment, and staff engagement and communication.
| | Specific skills | HR Business Partnering, Human Resources, Policies, Talent Acquisition, Employee Engagement, and Compensation and Benefits
| | Education | Bachelor of Business, Human Resources Consulting | | Languages | English and Mandarin | | Availability | 1 month |
| | | | | | Ref #7 Business Process Analyst | | Country Base
& Nationality | SINGAPORE
(EP holder) | | Industries | FMCG and Manufacturing | Candidate highlights
| - Over 6 years of experience in collaborating with cross-functional teams and business users to gather business requirements, developing process flow and participated in SAP system testing.
- Experienced in providing L1 and L2 support to business users and acts as the Logistics system SME to define business users’ requirements.
- Partnered with L&D team to craft and revise training manuals for the logistics and purchasing teams.
| | Specific skills | Process improvement, System testing – SAP SD, MM, MES and WMS, L1 and L2 support
| | Education | Bachelor of Science in Bioinformatics | | Languages | English, Malay and Mandarin | | Availability | 2 months |
| | | | | | Ref #8 Talent Acquisition Manager | | Country Base
& Nationality | SINGAPORE
Singaporean | | Industries | FMCG and Airlines
| | Candidate highlights | - More than 10 years of experience partnering the business, focusing on talent acquisition, talent attraction strategies, employer branding and process improvement projects.
- Experienced in managing full cycle of recruitment for Singapore, Malaysia, Hong Kong and China.
- Proven track record in building talent pipelines, recruitment strategy, performance data and recruitment budget.
| | Specific skills | Talent acquisition, Employer branding and Business partnering
| | Education | Bachelor’s Degree in Business and HR | | Languages | English and Mandarin
| | Availability | 1 month
|
| | | | | | Ref #9 Project Management Office (PMO) Manager | | Country Base
& Nationality | HONG KONG & TAIWAN (willing to relocate)
Hong Kong national | | Industries | Luxury Goods, Perfumes & Cosmetics, FMCG | | Candidate highlights | - Over 13 years of expertise in steering medium to large-scale HR & Business project portfolios, PMOs, and business transformation initiatives, new shared service set-up achieving business KPIs/ ROIs
- 5 years in corporate strategy, internal client facing and growth mindset
- Successfully implemented PROSCI change management to mitigate
change resistance and BPR for continuous improvement post-launch.
- Stakeholder Management and Innovation Driver: Recognized for senior
stakeholder management, adept at driving organizational success through a holistic approach to project management, fostering innovation and excellence.
- Leveraging a mature high emotional intelligence (EQ), lead teams in dynamic environments.
- Advocate to support social welfare by working with multiple NGOs (Cancer Fund, Mayaa Nepal, Green Queen) for fundraising and awareness
| | Specific skills | Digital Transformation, BPR, Strategic Project Management, Program Management, Change Management, PMO (PMP, PROSCI), Wellness Entrepreneurship
| | Education | Master of Counseling • 2013 • University of Hong Kong (Credits) Master of Marketing • 2006 • University of St Andrews, U.K. Bachelor of Fine Arts & English Literature • 2003 • UNSW, Australia Bachelor of English Literature • 2005 • Tamkang University, Taiwan
| | Languages | English, Chinese | | Availability | Immediate |
| | | | | | Ref #10 Managing Director (Manufacturing) | | Country Base
& Nationality | CHINA
Chinese | | Industries | Industrial Machinery Manufacturing, Automotive | | Candidate highlights | - Over 20 years of extensive experience as an Executive Manager with domestic and international experience in the main operations of manufacturing companies with high specialisation in B to B.
- Experienced in the hydraulic sector of the automotive off-highway (cylinder and power transmission), ring gears for power reducers application, and fasteners for automotive (car/truck, Tier1/OEM).
- Effective oversight of the P & L with the capability to expand the business and the turnover discovering new ways to improve the profitability.
| | Specific skills | Team Management, Leadership, Delivery performance, Automotive networking, Business Development, Budget/Sales/Forecast/BP, Project management, Department Efficiency & OEE | | Education | M.A. Degree in Business and Administration – Faculty of Economics | | Languages | Mandarin (native) & English (Fluent) | | Availability | 2 months |
| | | | | | Food for thoughts and actions | |
Unlock Your Team's Potential: Mastering Talent Identification, Attraction, and Retention with Our Tailored Training And Coaching Programs | | | | Attract and Retain Top Talent
Talent is a precious resource, and one that can all too easily slip through our fingers, particularly in the context of digitalisation. People have easy access to job offers, and are likely to head for the door very fast if the organisation doesn't meet their expectations. It's become essential for companies to attract the right people, in sufficient numbers, then to retain them for the required period, and competition is fierce. This course explains how to spot talent, how to create an attractive image, and how to make value proposals that enable you to retain your human capital.
| | | |
You will learn how to :
- How to identify talent and key skills for your organisation
- Identify the talents that fit your corporate strategy and culture
- What makes your organisation attractive to talent
- How to retain talent and foster loyalty
| | | | The hard numbers, strategic plans, systems, hardware, and facilities don't mean a thing without the human resources that make them work, and this will be more – not less – important in an age of increasing automation and AI. This course looks at why that is so, and the practical things we need to do in our organisations to make sure that our number one resource is properly valued.
| | | | What you will learn What it means to really put people first and how to implement this in hiring, personnel development, and other managerial decisions
Training course overview - What putting people first really means
- The roles of hiring and development
- The importance of having women in management
Benefits - An understanding of the benefits of valuing people
- A practical tool set for making sure you do so
| | | | | | Our readers digest with 3 inspiring articles
for inspiration and action | | Global employee mobility trends for 2024 point to building talent capabilities in Asia |
Talent mobility is no longer just about importing talent to fill in roles but requires a more thoughtful and holistic approach across the employee lifecycle. This ability and willingness of talented workers to live and work in various markets signals a shift in priorities for talent mobility teams across regions, giving them access to a broader and more diverse pool of talent. | | | | | |
2024 HR Recruitment Trends in Asia |
Moving onwards to 2024 signals a jump onto the bandwagon of future recruitment trends – ones that are presumably different, or at least are rising fast to shift the current hiring trends. Organizations in Asia Pacific today face a challenge of having to retain current workforce while facilitating workforce growth – a steep task that is further complicated by a workforce that is comprised of four generations today, with a need for people-centric leadership at helm. | | | | | 9 Trends That Will Shape Work in 2024 and Beyond | In 2023, organizations continued to face significant challenges, from inflation to geopolitical turmoil to controversy over DEI and return-to-work policies — and 2024 promises more disruption. Gartner researchers have identified nine key trends, from new and creative employee benefits to the collapse of traditional career paths, that will impact work this year. | | | | | | The Skills Factory for your performance in Asia-Pacific
We assess, build and develop teams for our clients to execute their business in Asia-Pacific. | | | | | | Isabelle Larché Managing Director, Timeo-Performance M: +65 9028 5920 w: timeo-performance.com Registration: 200811838D | EA license: 21C0685 | EA Reg: R1103259 | | | | | | | | | | | |
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