Lead Analyst, Recruitment & External Contractor Management

Are you ready to shape a better tomorrow?

AIA Digital+ is a Technology, Digital and Analytics innovation hub dedicated to powering AIA to be more efficient, connected and innovative as it fulfils its Purpose to help millions of people across Asia-Pacific live Healthier, Longer, Better Lives.

If you are hungry and driven to play an active role in shaping a better tomorrow, we want to hear from you. Because the work we do at AIA Digital+ makes a difference in the lives of millions of people, every day. We will equip you with the critical skills, tools and technology, and endless opportunities to learn, contribute and thrive in a dynamic and exciting environment.

If you want to shape a brighter future at AIA Digital+, please read on.

About the Role

The Lead Analyst, Recruitment & External Contractor Management is responsible for delivering high-volume, end-to-end recruitment for offshore contractor and permanent roles across Asia, ensuring speed, quality, and cost efficiency. This role partners closely with business leaders and vendors to build scalable hiring pipelines, manage contractor lifecycle and conversions, and ensure strong onboarding/offboarding governance aligned with global standards. Responsibilities

1) End-to-End Recruitment (Contract & Permanent Hiring)

Manage full-cycle recruitment including sourcing, screening, interviewing, offer management, and onboarding at scale for contractor and permanent roles across Asia ensuring rapid turnaround and high-quality hires.

Partner with hiring managers to understand workforce needs, define job requirements, and develop effective hiring strategies.

Forecast hiring demand and execute volume hiring strategies (e.g., bulk intake, project-based hiring)

Leverage multiple sourcing channels including vendor partners, job boards, and direct sourcing to build robust talent pipelines.

Conduct structured screening and coordinate high-volume interview processes efficiently.

Facilitate technical skills assessment through third-party screening platform.

Ensure excellent candidate experience despite high hiring volumes throughout the recruitment lifecycle.

Coordinate with external vendors, agencies, and Managed Service Providers (MSPs) where applicable for contractor hiring.

2) Vendor & Contractor Workforce Management

• •Oversee contractor hiring processes including requisition approval, onboarding, extensions, and offboarding.
• •Collaborate with Sourcing, Vendor & Contractor Management (SVCM) team monitor contractor lifecycle.
• •Facilitate contractor-to-FTE conversions, ensuring alignment with business priorities, cost strategies, and policies.
• •Manage relationships with staffing vendors and agencies, ensuring SLA adherence and consistent talent quality.
• •Monitor vendor performance (quality, speed, cost) and implement continuous improvements.
• •Partner with HR Business Partners and Finance to manage headcount planning and cost optimization.

3) Onboarding, Offboarding & Governance

• •Collaborate with line managers to ensure timely onboarding and offboarding of offshore contractors and employees.
• •Onboarding: Ensure all onboarding documentation, system access, and day-one readiness requirements are completed effectively.
• •Offboarding: Drive structured offboarding, including knowledge transfer and documentation handover. Partner with internal stakeholders (e.g., HR Operations, IT/EUS teams) to ensure timely de-provisioning of system access and IT asset recollection.
• •Maintain strong governance and audit compliance by ensuring all onboarding/offboarding activities meet internal policies and regulatory requirements.

4) HRIS Management & Operations

• •Maintain accurate and up-to-date records in HRIS systems for candidates, contractors, and employees.
• •Support HR operations including employee data management, reporting, and compliance requirements.
• •Generate recruitment and workforce analytics to provide insights on hiring trends, time-to-fill, and pipeline health.
• •Ensure data integrity, process consistency, and adherence to internal controls and audit requirements.
• •Support on recruitment and talent vendor related administration and governance.

5) Stakeholder & Process Management

• •Collaborate with line managers to ensure timely onboarding and offboarding processes adhere to SOPs and governance.
• •Collaborate with cross-functional teams including HR, Finance, Procurement, and Legal to streamline hiring and workforce processes.
• •Continuously improve recruitment workflows, tools, and policies to enhance efficiency and candidate quality
• •Act as a trusted advisor to hiring managers on market trends, talent availability, and hiring best practices.

Candidate Profile

Experience and Qualifications

• •4–7 years of experience in recruitment, talent acquisition, or recruitment process outsourcing (RPO), with exposure to both contractor and permanent hiring.
• •Experience in managing contractor workforce and conversion processes preferred.
• •Familiarity with HRIS platforms (e.g., Workday, SAP, Oracle, or similar systems).
• •Strong stakeholder management, communication, and organizational skills.
• •Ability to manage multiple requisitions and priorities in a fast-paced environment.
• •Bachelor’s degree in Human Resources, Business Administration, or related discipline.

Competencies & Core Characteristics:

We are seeking a professional who embodies the following competencies and characteristics essential for success in our scale-up environment, with a strong focus on offshore contractor hiring in markets such as India:

• •Technical Domain Expertise: Demonstrates deep expertise in end-to-end recruitment for offshore contractor hiring, particularly in markets such as India, including vendor engagement, rate benchmarking, and compliance considerations. Effectively leverages HRIS and vendor management systems to ensure accurate tracking of contractor lifecycle, onboarding, extensions, and offboarding.
• •Strategic Architect: Designs and executes scalable offshore hiring strategies aligned to business growth, balancing cost efficiency, speed, and quality of hire. Anticipates talent supply trends in key offshore markets and builds strong pipelines through vendor partnerships and proactive sourcing approaches.
• •Unifier & Cross-Functional Influencer: Builds strong partnerships with hiring managers, HR, Finance, Sourcing, Contract & Vendor Management, and IT (including EUS teams) to ensure seamless hiring, onboarding, and offboarding processes. Influences stakeholders to align on priorities, timelines, and governance standards, ensuring smooth execution and compliance.
• •Data-Driven Decisiveness: Uses data insights such as time-to-fill, cost-per-hire, vendor performance, and contractor conversion rates to inform hiring decisions and optimize offshore workforce strategies. Continuously monitors metrics to improve efficiency, ensure cost control, and maintain high-quality talent pipelines in offshore markets.
• •Resilient Operator: Operates effectively in a high-volume, fast-paced offshore hiring environment, managing complexities such as time zone differences, vendor dependencies, and evolving business needs. Maintains strong attention to detail and governance while delivering against aggressive hiring timelines.
• •Customer-Obsessed Advocate: Delivers a seamless and positive experience for both hiring managers and offshore contractors, ensuring clear communication, timely onboarding, and structured offboarding. Upholds strong governance practices to protect the organization while ensuring smooth workforce transitions and IT asset recollection.
• •Insatiable Curiosity: Continuously seeks to improve recruitment strategies, processes, and tools by staying informed on market trends and best practices. Embraces feedback, explores innovative approaches to talent acquisition, and drives continuous improvement in both candidate experience and operational efficiency.

Build a career with us as