PURPOSE :
 In this role, you will be responsible for driving the strategic and operational direction of the TA team in your dedicated area. 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 up to two 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. This covers across corporate, retail, management trainees and graduate programs hiring.
•    Closely partner with the hiring teams to understand their hiring needs and develop effective recruitment plans; while overseeing the retail/management trainees/graduate programs in partnership with Retail and Early Career TA team, and experienced in RPO management.
•    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
•    Govern and enhance vendor including RPO relationships on both the retail and corporate hiring ensuring delivery of services on time and budget management
•    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. Partner with the Employer Branding team to ensure a clear strategic alignment with the employer brand.
•    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.
•    Support the development of 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 :
•    Country Managing Director
•    Senior Leaders from various business functions
•    Human Resources
•    COEs
•    External key vendors

KEY MEASURE OF SUCCESS : 
1. 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
• To focus on internal hiring with a target of min. 45%

2. WORKLOAD

• Oversee and manage average workload per team
• Overall workload for team leads (managerial) = 5-10 key requisitions at one time
• Overall workload for team leads (individual contributor) = 15-20 reqs at one time (if focused on more senior roles), or 25 if generic roles.
• Overall workload for associate/ recruiters = 20 requisitions at one time

 
3. QUALITY

•  Assess Quality of hire and process by TA teams
•  Diversity of hire : >30% of placements across all levels are gender diverse.
•  Manage Candidate experience
•  Drive incremental improvement in results (Measure per 6 months)
•  Enhance hiring manager experience
•  Drive incremental improvement in results (Measure per 6 months)

4. LEADERSHIP

•  Team Engagement
•  360 feedback / stakeholder feedback
•  All direct reports will have clear & measurable goals in the system and a development plan.

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
• 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 complex roles in combination with managing a small team
• International experience, having worked across multiple countries/regions is a plus
• Knowledgeable about managing diversity & inclusion from talent acquisition perspective
• Min Bachelor degree in any studies
• Strong written and verbal communication skills in English, Korean is a must

 
KEY CRITICAL COMPETENCIES AND CAPABILITIES : 

1. 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

2. 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 envelop

3. 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.