Partnership Recruitment Senior Specialist

About FWD Group

FWD Group (1828.HK) is a pan-Asian life and health insurance business that serves over 40 million customers across 10 markets, including BRI Life in Indonesia. FWD’s customer-led and tech-enabled approach aims to deliver innovative propositions, easy-to-understand products and a simpler insurance experience. Established in 2013, the company operates in some of the fastest-growing insurance markets in the world with a vision of changing the way people feel about insurance. FWD Group is listed on the Hong Kong Stock Exchange under the stock code 1828. For more information, please visit www.fwd.com

About FWD Life Philippines 

FWD Life Insurance Corporation (FWD Life Philippines) launched its commercial operations in September 2014. As of end-2022, FWD Life Philippines ranks 3rd and 6th in terms of Paid-up Capital(1) and New Business Annual Premium Equivalent(2), respectively.

For more information, please visit fwd.com.ph. 

1 www.insurance.gov.ph > Statistics > Life > 2022 > Based on Paid-Up Capital

2 www.insurance.gov.ph > Statistics > Life > 2022 > Based on New Business Annual Premium Equivalent

Serve as the senior recruitment business partner responsible for delivering end-to-end Financial Solutions Consultant (FSC) hiring requirements across assigned regions, from proactive sourcing and candidate assessment through offer acceptance and onboarding completion. The role manages a significant regional hiring portfolio, provides workforce and talent-market insights, and partners closely with Area Sales Heads (ASHs), Regional Sales Directors (RSDs), and Distribution Sales Heads (DSHs). As a senior specialist, the role also leads recruitment projects, supports process improvements, and provides subject-matter guidance and peer coaching without direct people-management accountability.

1. End-to-End Recruitment Delivery and Portfolio Management

• • Own end-to-end recruitment for assigned regions from sourcing, screening, and assessment through business interviews, offer acceptance, pre-employment follow-through, and onboarding completion.
• • Manage a significant portfolio of FSC vacancies and prioritize requirements based on approved demand, regional urgency, and branch manpower gaps.
• • Conduct structured interviews, assess candidate suitability, and provide evidence-based hiring recommendations to business stakeholders.
• • Monitor hiring progress, candidate conversion, and delivery risks, and implement recovery actions when targets or timelines are at risk.

2. Strategic Stakeholder Partnership and Workforce Support

• • Serve as the primary recruitment partner to assigned ASHs, RSDs, DSHs, and Security Bank branch stakeholders.
• • Lead regular regional manpower, vacancy, pipeline, and hiring review discussions.
• • Provide talent-availability insights, recruitment recommendations, and realistic hiring timelines based on market conditions and pipeline strength.
• • Influence timely interview scheduling, feedback, selection decisions, and regional deployment allocation.

3. Strategic Sourcing and Pipeline Development

• • Build and maintain sustainable FSC talent pipelines for current and anticipated hiring requirements.
• • Develop targeted sourcing plans for priority and hard-to-fill locations using employee referrals, Security Bank referrals, LinkedIn, Facebook, job platforms, career events, community networks, and other relevant channels.
• • Conduct talent mapping and market research to identify candidate pools, competitor activity, and sourcing opportunities.
• • Drive candidate nurture and engagement activities to improve pipeline readiness and conversion.

4. Recruitment Projects, Practice Leadership, and Process Improvement

• • Lead or support recruitment projects, sourcing campaigns, career events, employer-branding activities, and process-improvement initiatives.
• • Identify opportunities to improve recruitment efficiency, candidate experience, stakeholder service, and sourcing effectiveness.
• • Provide subject-matter guidance and peer coaching on sourcing, interviewing, candidate management, and recruitment practices without direct-report accountability.
• • Support implementation and adoption of recruitment tools, systems, standards, and operating procedures.

5. Recruitment Administration and Reporting

• • Maintain accurate and up-to-date recruitment trackers, candidate records, and regional hiring status reports.
• • Update candidate movement across sourcing, screening, interview, offer, pre-employment, and onboarding stages.
• • Prepare and submit routine weekly, monthly, and ad hoc recruitment reports within agreed timelines.
• • Ensure completeness, accuracy, confidentiality, and proper documentation of recruitment records.

Education & Certification:

• • Bachelor's degree in Psychology, Human Resources, Business Administration, Marketing, or a related discipline.
• • Relevant certification in recruitment, talent acquisition, interviewing, or human resources is an advantage.

Experience:

• • At least 5 to 7 years of progressive end-to-end recruitment or talent acquisition experience.
• • Strong experience in volume, sales, banking, financial services, insurance, or geographically dispersed recruitment is preferred.
• • Demonstrated success in proactive sourcing, candidate assessment, stakeholder management, offer closing, onboarding coordination, and
• delivery against hiring targets.
• • Experience leading recruitment projects or providing peer guidance is an advantage.

Technical Competencies / Skills:

• • End-to-end talent acquisition: Advanced ability to manage sourcing, assessment, stakeholder interviews, offers, pre-employment followthrough, and onboarding completion.
• • Strategic sourcing: Strong proficiency in referrals, social media sourcing, LinkedIn search, job platforms, talent mapping, career events,networking, and talent pooling.
• • Interviewing and assessment: Ability to conduct structured interviews, evaluate candidate fit, and provide sound hiring recommendations.
• • Stakeholder partnership: Strong consulting, influencing, relationship-management, and expectation-management skills with sales and branch stakeholders.
• • Workforce and portfolio management: Ability to prioritize multiple regional vacancies, manage deployment allocation, and anticipate pipeline gaps.
• • Project and practice leadership: Ability to lead recruitment initiatives and provide credible subject-matter guidance to peers.
• • Recruitment systems and reporting: Proficiency in maintaining accurate trackers, candidate records, reports, and recruitment system transactions.
• • Communication and execution: Strong written and verbal communication, negotiation, organization, problem-solving, and follow-through.

Privacy Notice

Your privacy is a priority for FWD.  The Company keeps your personal information with us in confidence. To know more about how we process your information, kindly refer to our FWD Recruitment Privacy Notice.

FWD has partnered with Talocity Instasolutions Private Limited (“Talocity”) to manage the initial filtering of candidate’s profiles through video interviews, social profile mapping, and video analytics using artificial intelligence engine that is offered within the Talocity platform.  The platform evaluates the candidate on the five well-known dimensions as per OCEAN Personality Model that influence occupational success and help understand workplace behavior. For more information, please refer to Talocity Privacy Policy.

When you apply, FWD will share your name, phone number and email address to Talocity to contact you and conduct the initial screening and profiling process.  Shortlisted candidates will then be contacted by FWD for the face-to-face interview.