Senior Manager, Talent Acquisition

PURPOSE

In this role, you will be responsible for driving the strategic and operational direction of the TA team in GCA Team.

The role consists of two distinct areas of focus, with on the one hand, partnering closely with the hiring teams to understand their hiring needs and develop effective recruitment plans. You will be responsible for developing and implementing recruitment strategies to attract and hire talent, including sourcing, interviewing and selection. Through the work you do, you will focus on consistently elevating capability and relentlessly delivering on hiring needs across all of your dedicated area. You will be responsible for a portfolio of recruitment mandates yourself as well as optimally balancing the workload for your team. 

Your second focus in the role will be on leadership of the team. You will provide leadership to a team of recruiters and providing them guidance and support to ensure they meet their goals and objectives. Leveraging a metrics and data driven approach, you will create a high performing Talent Acquisition team and the further development of their capabilities and competencies.   

You will help the team to deliver on recruitment mandates against tight timelines and competing priorities. As a leader of the team, you will provide the team with all the necessary structure and support to ensure they are equipped to perform at the highest level. Moreover, you will consistently provide support and guidance to further elevate their capabilities and competencies. 

As an adidas senior manager, you will role model our values through courageous and innovative leadership and mindset and enabling ownership.

KEY RESPONSIBILITIES

• Develop and implement recruitment strategies to attract top talent, including sourcing, interviewing, and selection.
• Closely partner with the hiring teams to understand their hiring needs and develop effective recruitment plans.
• Utilize innovative sourcing methods to attract top talent, including social media, job boards, employee referrals, and networking – with specific focus on proactive outreach and recruitment .
• Utilizes data, trends and customer information to gather insights to drive appropriate candidate generation and talent pool strategies.
• Ensure a strong knowledge of adidas Group Functions, Markets and teams to be able to understand current and future talent requirements and build strategies to support these areas. 
• Effectively utilize comprehensive knowledge of adidas brand and adidas Group offerings, benefits, comp strategies, and programs to market adidas and the adidas Group as an Employer of Choice.
• Manage business relationships to ensure alignment of talent needs, solve problems and develop new strategies that support the overall effectiveness of recruitment.
• Coach and influence management (business and HR) to gain alignment on all aspects of talent acquisition including candidate collaboration, resource allocation and funding requirements.
• Drive strategic planning and quarterly review meetings with functional/market senior leadership to understand trends as well as current and upcoming talent requirements in order to build a strategy to support overall recruitment effectiveness. 
• Own responsibility for candidate and hiring manager experience results and drive standards for self and team to ensure a quality performance against all standards.
• Lead and manage the recruitment team, providing guidance, coaching, and support to ensure the team meets their recruitment targets.
• Lead an ‘always on’ approach to sourcing, focusing on proactive recruitment as well as inbound candidate flows/applicants. 
• Drive team development through appropriate coaching and managerial processes.
• Ensure the effective implementation and adoption of all TA processes and programs.
• Develop powerful recruiting and employer branding strategies by leveraging key partners within the organization.
• Champion global recruiting initiatives and lead change efforts to ensure harmonized implementation of strategies, standards and processes across all areas of support. 
• Partner with overall TA organization and encourage direct reports to drive a collaborative approach to recruiting and driving best practices.

KEY RELATIONSHIPS

• Commercial, Market and Global leaders in GCA & APAC
• Market HR
• GCA & APAC HRSLT
• HR Talent and Talent Acquisition
• HR Rewards
• HR4HR
• Finance
• Legal Counsel
• Corporate Services/Facilities, Communications, Employee Groups etc.

KEY MEASURE OF SUCCESS

TIME:

• Speed of hire for the teams under this Senior Managers remit 
• 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 per team
• Overall workload for M2/M3 team leads = 5-10 key requisitions at one time
• Overall workload for M3 individual contributor= 15-20 reqs at one time (if focused on more senior roles), or 25 if generic roles.
• Overall workload for recruiters = 20 requisitions at one time

QUALITY:

• Assess Quality of hire and process by TA teams 
• New hire turnover lower vs all employee turnover 
• Internal vs external hire ratio
• Internal hiring target of min 45%
• Diversity of hire
• >40% of placements across all levels are gender diverse.
• 95% of the roles will have a diverse slate.
• 95% of the roles will have diverse interview panel.
• 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.
• HM interview vs offer ration 5:1.
• 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).
• Data & insights
• For recruiters on M3 level and above, 75% of searches will include presentation of an outside in view of the market, the trends, the candidate pools, the locations etc.

LEADERSHIP

• Team Engagement
• 360 feedback / stakeholder feedback
• Succession planning and TLU for teams under this senior manager’s remit
• All direct reports will have clear & measurable goals in the system and a development plan.

WHAT WE ARE LOOKING FOR

Senior Managers 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 personal ownership of delivering great results through their teams in a leadership capacity. 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 Senior Managers 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 6 years’ experience in global/international recruiting, leading international recruitment mandates for all level candidates through a broad range of sourcing channels.
• Specific expertise/experience recruiting for retail or related industry in GCA region is strongly preferred. 
• Industry experience and deep knowledge of the footwear, apparel and/or retail industry
• Experienced working in large, international/global matrix company.
• Minimum 3 years’ experience managing small teams of functional experts (recruiters) to deliver against projects and tight timelines.
• Experience managing people directly and indirectly towards business objectives and recruitment deliverables.
• Demonstrated track record of excellence in driving end2end recruitment mandates, including sourcing, assessing and hiring talent in volume roles in combination with managing a small team.
• International experience, having worked across multiple countries/regions. 
• Knowledgeable about managing diversity & inclusion from talent acquisition perspective.
• Min Ma degree in HR, Business or related studies.
• 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.

Leadership:

• Lead and develop others
• Lead (remote) teams, create a high performing environment which empowers, motivates, develops and inspires.
• 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.