Talent Acquisition Specialist (Senior Level)

About the role

Maersk, a global leader in integrated logistics, is looking for a Talent Acquisition Specialist to deliver end-to-end recruitment in its fast-paced shipping and logistics environment. The role acts as a strategic advisor to hiring managers, helping attract, assess and hire high-quality talent aligned with business goals, operational needs and company culture.

Key responsibilities

• Talent sourcing: partner with hiring managers on workforce plans, build proactive sourcing strategies across talent segments, use job boards, LinkedIn, employee referrals and talent communities, and promote employee referral programmes.
• Candidate screening and assessment: screen CVs, run structured phone/video screens, coordinate interviews, use competency-based interviewing, and manage background and reference checks.
• Stakeholder advisory: give hiring managers market insights and hiring recommendations, guide them on best practices, and hold them accountable for hiring timelines and decisions.
• Offer management and closing: lead offer discussions, prepare competitive offers, manage negotiations and hand off to onboarding.
• Market intelligence: monitor talent market trends, salary benchmarks and competitor hiring, and support employer branding.
• Recruitment operations: keep candidate records up to date in the ATS (Workday), ensure compliance with policies and labour laws, track metrics such as time-to-fill and offer acceptance rate, and support audits.

Required profile

• Minimum 7 years of experience in Talent Acquisition, preferably in logistics, supply chain, manufacturing or similar fast-paced industries.
• Bachelor's degree in Human Resources, Business Administration or a related field.
• Proven track record of managing end-to-end recruitment across multiple job levels and functions.
• Experience with 3PL, contract logistics and hiring blue-collar and mass hiring is a big plus.
• Strong command of written and spoken English.

Required skills

• ATS usage (Workday)
• Competency-based interviewing and structured screening
• Data-driven approach to recruitment metrics
• Stakeholder management and influencing