Job Description

At adidas, every day is a chance to flip the script. An invitation to take everything we know and reinvent it. Do it better. Never settling for good enough. Every day we get up, invent, adapt, improvise, find new ways to collaborate, and do the unexpected. We\xe2\x80\x99re creators, makers and doers. Helping athletes make a difference, not just in their games, but in their lives and in their world. At adidas, our believe is that \xe2\x80\x9cthrough sports we have the power to change lives\xe2\x80\x9d. We\xe2\x80\x99ve been doing this for more than 70 years. With an unmatched history and tradition of creating iconic products, consumer connections, and experiences, we\xe2\x80\x99ve been defining sport culture since the beginning. And we\xe2\x80\x99re never done. a part of shaping the future together with us \xe2\x80\x93 WE POWER POSSIBLE

PURPOSE

In this role, you will be responsible leading the entire recruitment process and closely partnering with HR, Business and Recruiting colleagues in order identify, to qualify and attract the best talent for adidas. As a recruiter for retail you will own the hiring across your country of responsibility and also partner with the assigned retail RPO vendor to ensure store volume hiring is delivered with excellence.

You will be responsible for managing the entire recruitment process from sourcing, screening, interviewing, to offer stage. You will have a true passion for engaging with candidates and hiring teams and deliver an exceptional candidate experience and recruitment services.

Your business acumen, passion for recruiting and a genuine commitment to thinking outside of the box are core skills needed in this role.

You will leverage adidas\xe2\x80\x99 local sourcing hubs and work closely with recruiting and sourcing colleagues to share candidates and roles to encourage a collaborative hiring process.

Maintaining an \xe2\x80\x98always on\xe2\x80\x99 approach you will continuously utilize various channels to attract the best talent including proactive outreach to passive candidates for every search, proactive outreach and passive candidates.

KEY RESPONSIBILITIES

• Lead the entire recruitment process including requisition approval, hiring manager briefing, job advertising, candidate sourcing, application review, candidate screening, interview strategy, and offer process and continuously work with the hiring teams to identify opportunities to improve the process.
• Leverage relevant advertising resources and apply other relevant candidate marketing strategies to create local, regional and global awareness (if needed) in order to attract qualified applications for key roles within your area of responsibility.
• Leverage candidate databases (internal and external) in addition to other sourcing channels (university, competitive research, job fairs, social) to identify prospective candidates to create awareness and invite them to apply for open positions including cold calling prospects.
• Screening resumes and conducting initial phone screens to assess qualifications as well as suitability for role, followed by in-depth interviews evaluating skills, experience and culture fit/add.
• Build, engage and maintain pre-qualified as well as prospective candidate pools of strong former candidates and new candidates within the functional area that your support.
• Partner with recruiting and sourcing colleagues to share candidates and jobs to encourage a collaborative hiring process.
• Continuously identify new candidate pools and leverage existing resources and various channels, such as social media, job boards, referrals and networking, to proactively identify passive candidates to create awareness and proactively reach out to them.
• Provide guidance to the hiring teams throughout the recruitment process and frequently update them on the status of the process.
• Conduct weekly check-ins with active candidates and hiring managers throughout the entire recruiting process for each role.
• Own responsibility for candidate and hiring manager experience results and drives standards to ensure a quality performance against all standards.
• Plan and participate in strategic planning meetings with functional/market leadership and key business partners of all levels to understand current and upcoming requirements in order to build a strategy on effective recruitment activities for positions within your area of responsibility.
• Conduct quarterly review meetings with business leaders and key business partners to provide an overview of recruiting achievements as well as opportunities to improve hiring performance moving forward.
• Utilize recruitment systems effectively following key standards, documenting key actions, recommending improvements and ensuring all data is accurate for reporting purposes.
• Apply and adapt broader talent acquisition strategies (employer branding, internal recruiting, diversity, etc.) within your designated function or market.

KEY RELATIONSHIPS

• Functional or Locations business leaders in assigned areas of responsibility. In particular retail directors, district managers and store managers
• HR Business Partners
• Broader TA team across region
• Candidates, both internal and external- candidate experience is a key priority
• Retail global vendor

KEY MEASURE OF SUCCESS

TIME:

• Speed of hire (for P1+ retail management roles)

• Time to (verbal) Offer Accepted 50 days
• No more that 10% of the roles should be open for >90 days

WORKLOAD:

• Oversee and manage average workload of 25 requisitions at one time

QUALITY:

• Assess Quality of hire and process by TA teams

• new hire turnover lower vs all employee turnover
• diversity of hire

• >40% of placements across all levels are gender diverse.
• candidate experience

• Drive incremental improvement in results.
• Measure per 6 months
• hiring manager experience

• drive incremental improvement in results.
• measure per 6 months
• interview to offer ratio / offer acceptance rate.
• sourcing strategy (proactive outreach vs applicant) per team

• for each search on M4 level and above, there will be 20 proactive outreaches to candidates (conversion rate KPI will follow over time).

WHAT WE ARE LOOKING FOR

Recruiters in adidas play a critical role in the execution of the priorities and core services of the HR function at adidas. They support a single-business-unit or region, in some cases extending across the organization and are functional experts who demonstrate subject matter expertise and take strong personal ownership over the delivery of great (final) work product and results. They have the ability to blend functional expertise with a comprehensive view of the bigger picture. They are able to prioritize without losing sight of the overarching goals. Our Recruiters are skilled at capturing data from a variety of sources and analyze and interpret the findings as well as presenting those findings to the business and HR leaders. They influence based on subject matter expertise and offers relevant (external) insights for input to business strategy discussions. They support their leadership in setting expectations and standards and coach others through change and transformation.

IDEAL EXPERIENCE

• Minimum of 4-6 years\xe2\x80\x99 experience in international/global recruiting, leading local, international and global recruitment mandates for all level candidates through a broad range of sourcing channels (including proactive outreach).
• Industry experience and deep knowledge of the footwear, apparel and/or retail industry

• Experienced working in large, international/global matrix company
• Demonstrated track record of driving end2end, holistic recruitment mandates (including sourcing, assessing and hiring talent in volume roles )and global recruiting initiatives (i.e. proactive recruiting, internal recruiting, diversity, etc.) to achieve hiring goals.

• Experienced in offer negotiation, awareness of local legislation and employment market/compensation trends.

• Strong written and verbal communication skills in English.

KEY CRITICAL COMPETENCIES AND CAPABILITIES

Foundational:

• Adi values

• champions our values and culture
• Self leadership

• continuously develop self to stay up to date on industry trends and developments in area of expertise, benchmarks performance against industry best practices, gives and receives feedback, incorporates it into their own development plan
• Commercial and business acumen

• good understanding of the business, from a business, strategic, financial and product point of view, able to translate this to strategy/plan in own area and convey in a compelling way to the market.
• Effective communicator

• Strong interpersonal skills, communicates effectively in writing and verbally, has gravitas and able to build relationships.

Role Specific Capabilities:

• Driving results

• Strong results and delivery focus, takes personal ownership to deliver best results, manages recruitment mandates of self and team, and strives & drives operational excellence in team and projects.
• Data & Insights

• brings outside in perspectives, uses data and insights to influence decisions, drives broader talent/recruitment solutions.
• Candidate development

• Candidate centric mindset, decisions inspired by how we can impact the experience positively in every touchpoint.
• Drive change and transformation

• Embrace change and transformation, able to problem solve, bring new ideas to improve and push the envelope.

• Credibility, Collaborate & Influence

• Expertise and credibility in area, able to work with and influence effectively a wide array of stakeholders, builds strong relationships and partnerships cross functionally/regionally
• Strategic thinking

• Thinks forward, plans ahead, has an international awareness that allows to anticipate trends and developments that impact area. Able to connect the dots. Creates clarity and translate operational objectives into clear plan for the team.

Adidas