Regional Head of Talent Acquisition, Asia MEA (m/f/d)

Your Mission

The Regional Head of Talent Acquisition (TA) role is a newly created role to build a regional Talent Acquisition team from ground up, responsible for the end-to-end talent acquisition strategy and execution across APAC, China, MEA (Middle East & Africa) and CIS countries (Russia and Central Asia), enabling the organization to attract, assess, and hire talents aligned with business growth and transformation priorities. The Head of TA will report solid line into the Senior Director, Head of HR for Asia MEA.

This role is accountable for building a scalable, data-driven, and candidate-centric TA function, transitioning from transactional country-based recruitment to a strategic regional talent advisory model in partnership with HRBPs and business leaders.

• Define and execute a regional TA strategy aligned with business growth, workforce planning, and transformation initiatives
• Lead the shift from reactive hiring to proactive talent pipelining and strategic workforce planning
• Drive the integration of TA into the broader HR operating model (Center of Excellence framework)
• Drive standardisation and governance across countries while balancing local hiring needs.
• Act as a trusted advisor to senior business leaders and HRBPs on talent market insights, hiring trends, and workforce planning
• Partner with country leadership to address critical talent gaps and hiring challenges
• Enable HRBPs to transition into strategic roles by centralising and optimising TA delivery
• Manage stakeholders across multiple geographies with varying levels of market maturity
• Oversee end-to-end recruitment delivery across all Asia MEA markets
• Harmonize the recruitment process across the region and develop efficient, high-quality hiring processes with strong service levels (time-to-fill, quality of hire, candidate experience)
• Optimize recruitment channels, sourcing strategies, and vendor management (agencies, platforms)
• Drive adoption of technology, automation, and shared services models to increase efficiency
• Lead regional employer branding strategy, aligned with global EVP
• Explore digital sourcing and social recruiting
• Establish data-driven TA practices, leveraging dashboards and insights.
• Monitor key metrics such as: Time-to-fill, Cost-per-hire, Quality of hire & Candidate experience
• Identify trends and drive continuous improvement initiatives across markets
• Benchmark against industry best practices and competitor insights
• Lead and develop a regional TA team
• Build TA capability framework, including recruiter upskilling and career pathways
• Foster a culture of accountability, collaboration, and continuous improvement
• Ensure alignment between TA, HR Operations, and HRBPs within the new operating model

Your Qualification & Experience

• Bachelor’s degree in Human Resources, Business Administration, or any other field.
• Master’s degree preferred.
• 8–12+ years of experience in a regional or global role in in-house Talent Acquisition, with proven experience managing complex, multi-country hiring environments. 
• Experience in setting up a Talent Acquisition function from the ground up or transforming TA functions (e.g., COE setup, shared services) will be an added advantage
• Experienced in recruiting across Asia markets and exposure to MEA markets
• Prior experience from executive search firms will be desirable

Your Benefits

• The company provides comprehensive health coverage, including hospitalization benefits, for employees and their dependent family members. The coverage includes: Self, Spouse, Two dependent children, Parents or Parents-in-law (any one set as per employee’s preference)
• Parental Leave Policies to support employees during significant family milestones
• Free & Confidential Counselling Support to promote employee well-being and mental health
• The company provides insurance coverage to ensure financial protection for employees and their families in case of unforeseen circumstances. The coverage includes:
  1. Term/Life Insurance
  2. Accidental Disability/Death Insurance
• KARL STORZ also contributes 4.81% of the Basic salary to the Gratuity scheme. This is payable when an employee leaves the services of the company after completion of a minimum of 5 years as per the Gratuity Act 1972
• Employees can choose to contribute to the National Pension Scheme by making a declaration to the effect