Recruitment Lead in Singapore at OSW

About OSW Group

OSW Group is a fast growing global ecosystem of businesses united by a shared vision to accelerate the world's transition to smarter, more sustainable energy and technology solutions. Our portfolio includes One Stop Warehouse (OSW), GreenSketch, GreenDeal, Manta and Sunmine, combining expertise across renewable energy, AI-powered software, energy finance and digital infrastructure to drive innovation on a global scale.

With operations across Australia, Singapore, China, Europe, the United States and Mexico—and continuing to expand into new markets—we're creating opportunities for ambitious people to build meaningful, international careers. While each of our businesses has its own unique focus, we're connected by a collaborative culture, entrepreneurial mindset and a passion for challenging what's possible.

When you join OSW Group, you're joining more than a company—you're becoming part of a global team that's shaping the future of clean energy and technology. We invest in our people, encourage fresh ideas, celebrate success and provide the opportunity to grow alongside a business that's only just getting started.

The Recruitment Lead is accountable for talent acquisition across OSW Group. Based in Singapore, the role will establish and lead the Group's recruitment function. This includes one consistent hiring process, recruitment on Rippling's Recruiting module, and a growing recruitment team.

The Recruitment Lead combines strategic and hands-on delivery. They will design the operating model and lead the team, and personally manage senior, specialist and new-market searches. Working closely with business leaders and the wider People team, they will make sure OSW attracts and hires high-calibre talent efficiently, fairly and in line with local requirements in every market.

1. Talent acquisition strategy and operating model

• Develop and deliver a Group talent acquisition strategy aligned to OSW's business plans, market expansion and workforce plans.

• Design and embed a single end-to-end recruitment process, from requisition and approval through to offer and handover to onboarding.

• Define clear roles and responsibilities for hiring managers, HR Business Partners, People Operations and the recruitment team.

• Partner with the Group VP, People and Finance to link hiring to approved headcount and budgets.

2. Rippling Recruiting and recruitment analytics

• Lead the configuration and rollout of the Rippling Recruiting module across all businesses and markets, working with the Head of People Ops & Payroll.

• Move all open roles, candidate pipelines and approvals onto Rippling, replacing spreadsheet-based tracking.

• Use Rippling's automation and reporting to streamline screening, interview scheduling, offers and candidate communication.

• Build and report key recruitment metrics to leadership, using data to improve decisions and performance.

3. Team leadership and growth

• Hire, lead and develop a recruitment team, growing it in line with the Group's hiring demand and business priorities.

• Shape the team's structure and locations around where hiring volume and specialist demand sit.

• Set clear objectives, performance standards and development plans for each team member.

• Lead a regional team across time zones, ensuring consistent delivery to the Group standard.

4. Senior, specialist and new-market hiring

• Personally lead executive, senior and hard-to-fill searches across the Group.

• Lead recruitment for new-market entries, coordinating with People Operations on entity, employer-of-record and immigration requirements.

• Tailor sourcing approaches to distinct workforces, including distribution and warehouse roles, technical and engineering talent, and commercial teams.

5. Volume hiring for OSW Distribution

• Oversee high-volume recruitment for OSW Distribution, making sure it runs on the Group process.

• Supportthe CEO of Distribution, who sets hiring priorities and standards, to fill roles quickly and reduce early turnover.

6. Sourcing, agency management and employer brand

• Build direct sourcing, talent pipelines and employee referral programmes to reduce reliance on agencies.

• Establish and manage a preferred supplier panel with agreed commercial terms, and manage recruitment spend within budget.

• Develop OSW's employer value proposition, careers site and candidate experience across markets.

7. Hiring quality, governance and compliance

• Introduce structured interviews, scorecards and consistent offer practices aligned to Group job architecture and reward frameworks.

• Train and coach hiring managers to run fair, evidence-based selection.

• Make sure recruitment complies with local employment law in each market, including right-to-work, background screening, data privacy and fair hiring requirements.

Essential

• Bachelor's degree in Human Resources, Business or a related field, or equivalent experience.

• At least 8 years of talent acquisition experience, including 3 or more years leading an in-house or regional recruitment function.

• Proven track record of building or transforming a recruitment function, including process, systems and team.

• Experience recruiting across multiple countries in Asia Pacific and at least one of Europe, the UK or the Americas.

• Strong experience in both high-volume and senior or specialist recruitment.

• Experience implementing or optimising an applicant tracking system, and using recruitment data to drive decisions.

• Experience hiring, leading and developing recruiters, including team members in other countries.

• Commercial experience managing recruitment agencies, including negotiating terms and reducing spend.

Desirable

• Hands-on experience with Rippling, particularly the Recruiting module.

• Experience in a founder-led, private equity-backed or multi-business group.

• Recruitment experience in distribution, logistics, energy or technology sectors.

• Experience supporting market entry, including employer-of-record hiring and work visa processes.

• Proficiency in Mandarin or another language used in OSW's markets.

• Builder mindset: establishes structures, processes and teams that scale with the business.

• Hands-on delivery: combines strategic leadership with personal ownership of critical searches.

• Stakeholder influence: builds credibility with founders, executives and hiring managers, and challenges hiring decisions constructively with evidence.

• Data-driven judgement: measures what matters and uses insight to improve outcomes.

• People leadership: attracts, develops and motivates a high-performing team across locations.

• Commercial acumen: manages budgets and suppliers with a clear focus on value.

• Cultural agility: works effectively across countries, cultures and very different workforces.

• Integrity and fairness: champions consistent, inclusive and compliant hiring practices.

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