Embark on a career at CARSOME, where our vision is to create the most trusted vehicle ownership ecosystem that is driven by technology and data. Join us in our mission to deliver unparalleled peace of mind to customers throughout their pre-owned vehicle ownership experience. At CARSOME, we are guided by values that prioritize our customers, encourage collaborative problem-solving, strive for continuous improvement, and foster bold yet thoughtful innovation. We're committed to efficient, humble leadership and taking ownership in our roles, always aiming to positively impact our employees, customers, and community.
About the Role
This is a dual-phase, high-impact hybrid role designed to bridge the gap between Talent Acquisition strategy
and Business Partnering. You will report directly to the Head of People & Culture Business Partner. For the first 6 months, you will be seconded to support the Head of Talent Acquisition to drive the CARSOME Project Expansion mass hiring initiative. You will act as the HR PMO, ensuring strategic and tactical delivery of hiring targets. Upon successful completion of the mass hiring phase, you will transition fully into an HR Business Partner (Individual Contributor) , supporting specific business functions. You are not just an executor; you are the architect of the transition plan.
Your Day-to-Day
Phase 1: Your Day-to-Day (First 6 Months – HR PMO / Mass Hiring)
Focus Area: Strategic Workforce Scaling & Project Governance
• Mass Hiring Strategy Execution: Partner with the Head of TA to operationalize the CARSOME Project
Expansion hiring plan. Act as the bridge between business leaders and the TA team to translate
headcount demand into actionable supply pipelines.
• PMO & Governance: Establish project milestones, dashboards, and cadence for the mass hiring drive.
Track progress against KPIs, identify bottlenecks, and drive root cause analysis to unblock delivery delays.
• Workforce Data Analytics: Analyze hiring trends, time-to-fill, channel effectiveness, and drop-off
rates. Provide weekly strategic insights to the Head of TA and HRBP leadership to pivot strategies in realtime.
• Stakeholder & Vendor Management: Coordinate with external recruitment partners, internal TA
specialists, and hiring managers to ensure a seamless and high-velocity candidate experience.
Process Optimization: Identify friction points in the current hiring workflow and implement rapid
improvement plans to increase throughput without compromising quality.
Phase 2: Your Day-to-Day (Post-6 Months – HR Business Partner)
Focus Area: Business Partnering & Organizational Effectiveness
• Business Alignment: Serve as the go-to person for designated business units. Maintain business
literacy regarding financial positions, competition, and culture to ensure People strategies directly enable
commercial goals.
• Talent Management: Provide guidance on business unit restructures, workforce planning, and
succession mapping.
• Performance & ER: Coach line managers on performance management (coaching, counselling, career
development, and disciplinary actions). Conduct investigations and recommend in-depth improvement
measures.
• Compliance & Legal: Maintain knowledge of local labor laws, reduce legal risks, and partner with the
legal department to ensure regulatory compliance.
• COE Partnership: Analyze people metrics and trends in partnership with P&C Centers of Excellence
(COEs) to co-develop solutions, programs, and policies
Your Know-How
Core Experience:
• Proven experience in a fast-paced environment (Start-up, E-commerce, or Tech background
is mandatory for this role).
• Dual strength: Experience in either Talent Acquisition operations/PMO AND HR Business
Partnering is highly preferred.
• Candidates must be comfortable operating in ambiguity and possess the ability to toggle
between strategic oversight and tactical execution.
Phase 1 Specific Skills:
• Experience driving high-volume, mass hiring projects (Regional project experience, e.g.,
CARSOME/Grab/Shopee expansion, is an added advantage).
• Proficiency in project management tools and workforce analytics.
Phase 2 Specific Skills:
• Strong ER/IR knowledge and experience in performance consulting.
• Ability to influence senior stakeholders without direct authority.
Soft Skills & Attributes:
• Interpersonal & Communication Skills: Good interpersonal and communication skills, both written
and oral.
• Self-Starter: High initiative with a positive attitude; able to work independently and as a team player.
• Resilience: Persuasive, friendly, people-oriented, and exceptionally detail-oriented.
• Adaptability: Ability to thrive in a face-paced environment and manage the stress of a "start-up speed"
expansion project.