top of page
Image by Philip Oroni

Employer Branding & Communications Manager


Job Type

Full Time, Permanent

Work Mode


Job description

Employer Branding

  • Lead overall employer branding strategy, innovative campaigns, and processes that strengthen and increase the awareness of the employer reputation.

  • Build long and short term marketing strategies that position the Company as a top employer in Asia.

  • Develop careers webpage for Asia in line with global careers page guidelines while ensuring a positive candidate experience.

  • Develop and implement multi-channel social, digital, and next generation employer reputation strategies to increase employer reputation awareness and foster a more robust talent pipeline.

  • Work closely with Global Employer Reputation Director in adopting and deploying global employer reputation toolkits and local approaches that enable the great place to work perception.

  • Engage with the broader HR community and business to bring employer reputation initiatives to life and monitor the program effectiveness to achieve desired positive outcomes.

  • Identify key metrics (i.e. Universum Rankings, etc.) and determine areas for improvement to enhance the employer reputation.

  • Facilitate best practice knowledge sharing with Global Center of Excellence community around local employer reputation needs and capabilities.

  • Proactively engage with the broader global Employer Reputation community within Company to drive best practices and advance the global reputation agenda for leveraging on external network to keep pulse of new innovative solutions.


  • Design and develop communication program based on business needs and priority to support culture building.

  • Responsible for designing and onboarding program to ensure new joiners’ smooth embedding to culture.

  • Design other culture programs, course, and train the trainer session to facilitate internal employee culture building.

  • Support management team to use communication style, phrases and visuals in the local OGSM and business communications which reflects our key values and principles of our culture.

  • Develop and facilitate Culture workshop on Company Signature Values, processes and policies.

  • Make input or develop the questionnaire on a Culture survey, that could be used for diagnostic people values and principles in decision making (could be appropriate for new segments or acquisitions).

  • Lead and own culture activities including campus recruitment, in-program talent development and landing placement, based on talent pipeline needs and global standard guideline.

  • Take part as a speaker in a local external event/conference.

  • Share best practice on the Company unique culture elements to local HR community.

Early Talent Program

  • Develop Early Talent Strategy and program.

  • Lead and own full-cycle program management including campus recruitment, in-program talent development and landing placement, based on talent pipeline needs and global standard guideline.

  • Drive management trainee capability development in early career, work closely with business leaders, line managers and HR team to build sustainable early talent pipeline for business unit.

  • Own key University relationships and support on campus initiatives as required.

  • Oversee the budgeting and funding management of all Graduate Programs.

  • Provide coaching and development opportunities to the Graduate Program team and develop a team of experts.

  • Facilitate best practice knowledge sharing to more efficiently build an early talent pipeline across diverse talent pools.


  • University degree or equivalent, preferably in HR, Business with Master degree.

  • 7 or more years of experience, including 2-3 years in a supervisory position.

  • Proven experience in leading and facilitating strategies formatting in a complex, diverse, and high growth business is highly desirable.

  • Experience in marketing, preferably related to recruiting, sourcing and/or employer reputation.


The above information on this description has been designed to indicate the general nature, and level, of the work performed by this position. It is not designed to contain, or be interpreted, as a comprehensive inventory of all duties, responsibilities and qualifications required.

We invite interested candidates to write-in with CV and regret that only shortlisted candidates will be contacted for a discussion.

Lee Shiow Chyn

bottom of page