Purpose & Overall Relevance for the Organization:

As Senior Manager HR Operating Model & Upskilling – HR Transition & Activation, you will support the definition, activation, and sustainment of the HR Operating Model for adidas through the Excellence4People (E4P) program. In addition, you will contribute to the success of HR by driving the upskilling program for the HR workforce to future-proof the HR organization and deliver improved organizational and operational excellence.

A key focus of this role will be activating the HR target operating model, across people, process and technology for Global HR, in partnership with Markets, Regions and GBS Delivery Hubs.

Key Responsibilities:

Help to activate the adidas HR operating model incl. all relevant elements, future state service delivery, as well as the organization structure, sizing, and governance: 
 

• Based on guidance and coaching from Project Lead, and in partnership with GBS and HR stakeholders, develop a transition plan to activate work through multiple transformation cycles for E4P
• Inform the plan to activate role components in the HR TOM, phased technology implementation, phased governance and country set-up and HR service delivery, based on guidance and coaching from Project Lead and input from HR and GBS stakeholders
• Help design and maintain the rules for the organizational structure creation and the span of control in different business units, and consider these are part of Global HR activation
• Help to conduct regular audits of the organizational structure and recommends changes to make the organization more efficient as part of planned activation, sustainment and continual improvement over time
• Help to develop and identify the transformation needs of the adidas HR department (processes, way of working, organization etc.), as we plan activation of the Target Operating Model with HRSLT, HR Country Leads and Capability Leads
• Ensure timely alignments with relevant stakeholders (e.g., functional team) on dependencies
• Design and Deliver workshops to validate the transition plan as a component of the HR Target Operating Model (TOM) and validate organization design with stakeholders to ensure that the design satisfies requirements, employee experience and service delivery vision
• Leverage design documents from the program and consider operational needs and change plans to stand-up teams to deliver
• Analyze and define training needs for HR, identify the existing gaps and partner with E4P Change and Communicatons to support solution delivery
• Drive learning journeys development and enablement approach for HR to build and upskill required future proof capabilities
• Coordinate upskilling approach and roadmap with relevant departments 
• Provide status to project management regarding the process area
• Support PMO governance processes
• Close collaboration and partnership with GBS

Project Management

• Manage Transition & Activation – HR scope for E4P TOM Project including its planning, communication, risk assessment, and resources
• Ensure full understanding of project scope to be able to design detailed project plans.
• Establish realistic goals and implement action plans for achieving set objectives
• Ensure availability of financial, material and human resources required to successfully complete a project
• Ensure that all projects are delivered on-time, within scope and within budget
• Monitor the project variables (cost, effort, scope, etc.) against the project plan to implement corrective or preventative actions.
• Establish risk management to minimize and mitigate project risks; report and escalate to sponsors as needed
• Offer solutions effective in meeting set targets and satisfying business requirements
• Measure project performance using appropriate tools and techniques
• Understand interdependencies between technology, operations and business needs; escalate dependency issues and co-create solutions
• Provide ad-hoc support for HR Leadership

Key Relationships:

• HR Senior Leadership Team
• Talent Partners
• HR Business Partner Community
• HR Talent/Rewards/HR Leadership Team
• Strategic Workforce Management team
• HR Rewards
• Change Management
• Business leaders across adidas (TECH & GBS)
• Works Council
• Data Protection
• IT
• External vendors

Knowledge, Skills and Abilities:

• Expertise in HR operating model and organization design including team/job/role design and organizational development
• Understanding of Global implementations, with track-record of delivery and impact in change management, team activation, new ways of working and outcomes
• Strong project management skills & ability to coordinate cross-functional project teams from concept to implementation, ideally on an international scale
• Excellent problem-solving skills; demonstrate the ability to apply project management principles and methodologies in seeking solutions to project problems.
• Proven ability to deliver large scale complex organization changes, ideally in an international organization (expertise in HR transformation)
• Strong business acumen, analytical and conceptual thinking
• End-to-end HR process know-how desirable
• Expertise in HCM System competencies
• HR Community knowledge and ability to connect with HR leaders and stakeholders to problem-solve
• Proactive and effective communicator
• Excellent written verbal communication skills
• International mind-set and English fluency
• Good project management, planning and organizational skills
• Skilled in the facilitation of senior audiences through complex HR TOM design activities and decision making

Requisite Education and Experience / Minimum Qualifications:

• University Degree in Organizational Psychology, Business, or related field
• Minimum of 6-7 years of relevant work experience in relevant fields such as HR transformation, organization design, service delivery, HR operational excellence, HR Employee Experience preferably in a global management consulting business and relevant work experience in HR
• Demonstrated project management skills and experience
• Expertise in HR strategy development, HR operating model, HR process design and HR service delivery models
• Track record in delivering projects and driving outcomes in operating model design, project management and process excellence