Singtel is where Technology meets Purpose.

We’re building an AI-first telco for the future—connecting people, businesses and communities through trusted networks, intelligent digital services and next-generation technology.

From transforming everyday experiences in mobile, broadband, entertainment and lifestyle services to enabling enterprises with AI, 5G+, cloud, cybersecurity, data centres and digital platforms, we create the technology that powers how millions live, work and connect.

At Singtel, your work creates real impact. You’ll solve meaningful challenges, shape critical digital infrastructure and help build secure, resilient and AI-enabled solutions that serve businesses, digital ecosystems and communities across the globe.

This is where BIG Possibilities become reality. Whether you’re engineering intelligent networks, advancing sovereign AI cloud platforms, strengthening cybersecurity, designing seamless customer experiences or driving sustainable innovation, you’ll be part of teams shaping the future of technology.

Backed by decades of expertise and driven by a culture of continuous learning and innovation, Singtel offers the scale, opportunities and support to help you grow your career while making a difference where it matters most.

Be part of something BIG! 

We are looking for a forward-thinking Talent Acquisition Manager who can combine strong recruitment fundamentals with technology, data and talent intelligence to shape how we attract and hire talent for the future.

This role goes beyond filling vacancies. You will operate as a talent advisor, market expert, digital champion and hiring partner, helping the business anticipate talent needs, access new talent pools and make better hiring decisions.

You will own end-to-end recruitment for assigned business portfolios while driving new ways of working through AI, automation, analytics, skills-based hiring and proactive talent sourcing.

How You will Make An Impact:

Strategic Talent Acquisition & Business Partnership

• Partner Hiring Managers and HR stakeholders to understand business strategy, workforce priorities and emerging capability requirements to translate business needs into practical and forward-looking talent acquisition strategies.
• Advise stakeholders on talent availability, market conditions, compensation expectations, competitor activity and realistic hiring timelines.
• Challenge hiring requirements constructively and help Hiring Managers differentiate between critical skills, trainable capabilities and traditional credential requirements.
• Translate business strategy, technology transformation and purpose into compelling talent narratives.

End-to-End Recruitment Excellence

• Manage the full recruitment lifecycle from intake and sourcing through assessment, offer and onboarding.
• Develop differentiated sourcing strategies for specialist, niche and high-volume requirements.
• Drive strong recruitment discipline including timely feedback, pipeline management and closure of aged vacancies.
• Ensure recruitment practices remain compliant with applicable employment legislation, internal policies and fair hiring principles.

AI, Automation & Digital Recruitment

• Champion the adoption of AI and automation across Talent Acquisition to improve speed, quality and recruiter productivity.
• Use AI-enabled tools to support areas such as talent sourcing, CV screening, job description development, candidate engagement and interview preparation.
• Identify repetitive recruitment activities that can be automated or redesigned.
• Maintain appropriate human oversight and responsible use of AI in hiring decisions.

Talent Intelligence & Proactive Sourcing

• Build talent pipelines before vacancies arise, particularly for critical and emerging skills.
• Conduct external talent mapping and competitor intelligence to identify where key capabilities reside.
• Develop talent communities for recurring and difficult-to-hire skill areas, and utilise market intelligence to advise the business on talent scarcity, location strategy, skills adjacency and alternative talent pools.
• Convert sourcing insights into actionable recommendations for business and workforce planning.
• Provide Hiring Managers and leadership with clear insights on recruitment performance and talent-market conditions.

Skills for Success: 

• Bachelor’s degree or equivalent professional experience.
• IHRP certification.
• Approximately 6–10 years of Talent Acquisition or recruitment experience, preferably within a complex, fast-moving organisation.
• Strong end-to-end recruitment and direct sourcing capability for evolving, specialist or difficult-to-hire capabilities.
• Demonstrated ability to manage multiple stakeholders and influence Hiring Managers.
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