We are looking for an experienced and proactive Talent Acquisition Manager for one of our global shipping clients. This role will strengthen recruitment governance, improve hiring outcomes, and ensure the organisation hires effectively across HQ and regional offices. He/she will lead the TA agenda for the group, act as the escalation point for complex hiring challenges, and provide dotted-line functional leadership to HRBPs on all talent acquisition matters. You will also manage and optimise recruitment partners used by the business.
The ideal candidate will have at least 5 years of managerial experience in leading the in-house talent acquisition function, preferably within the maritime, energy, or other asset-intensive industries, and with strong experience partnering senior stakeholders.
Key responsibilities
1) Lead and govern the group Talent Acquisition function
- Own TA strategy and delivery across multiple functions (e.g., technical, marine, commercial, corporate etc.).
- Translate workforce expansion plans into a practical hiring roadmap: role prioritisation, timelines, sourcing strategy and resourcing plan.
- Implement consistent recruitment governance: intake discipline, selection standards, interview training, and decision frameworks.
2) Stakeholder partnering & escalation management
- Partner hiring managers and functional heads to clarify requirements and define “must-have vs good-to-have” criteria.
- Proactively manage difficult stakeholders and reset unrealistic expectations with market data, compensation insights, and calibrated trade-offs (skills, seniority, location, budget, timeline).
- Step in as escalation lead for sensitive hires, hard-to-fill mandates, and complex stakeholder dynamics.
3) Guide and enable HRBPs (dotted line)
- Provide TA guidance to HRBPs: search strategy, assessment approach, shortlist quality, interview process and offer closure.
- Coach HRBPs to run effective intake meetings, challenge hiring managers constructively, and maintain hiring rhythm.
- Ensure HRBPs across functions follow consistent standards in screening notes, candidate evaluation, and stakeholder updates.
4) Agency and vendor management
- Manage the recruitment agency ecosystem: preferred supplier list, performance scorecards, job allocation, compliance, and commercial governance.
- Drive service quality through SLAs and clear expectations: shortlist quality, speed, candidate experience, offer acceptance and retention signals.
5) Regional oversight & hiring consistency
- Oversee recruitment across regional offices; ensure alignment on process, role levelling, and selection consistency.
- Support regional HR teams/HRBPs with search execution, stakeholder alignment and offer strategy.
- Build a coherent view of talent market conditions across regions to support hiring plans and decision-making.
6) TA operations, reporting, and continuous improvement
- Build dashboards to track key hiring metrics: time-to-fill, pipeline health, source effectiveness, offer acceptance, quality-of-hire proxies.
- Improve candidate experience and hiring manager experience through better process, communications and interview discipline.
- Identify bottlenecks (approvals, compensation, scheduling, role ambiguity) and drive practical solutions.
Requirements / experience
- At least 5-year managerial experience in talent acquisition, with strong in-house exposure.
- Strong capability to manage senior stakeholders, push back with tact, and reframe role briefs into realistic hiring plans.
- Experience leading TA governance across multiple functions and geographies.
- Familiarity with maritime/shipping is a strong advantage; alternatively, experience in asset-intensive / engineering-led industries is highly relevant.
- Comfortable with metrics, dashboards and continuous improvement in recruitment operations.
To apply, please send your CV to talentagent@innergy-consulting.com. We regret that only shortlisted candidates will be notified. Thank you for your understanding!
