Purpose & Overall Relevance for the Organization:

In line with adidas values and behaviours and aligned with HR strategies and business objectives, Sr Specialist HRBP plays a critical role in driving both operational and strategic HR practices. This position is responsible for:

• Acting as a proactive and trusted partner to Business Leaders & employees to deliver end-to-end HR services across all HR pillars & provide guidance on people-related matters, fostering a strong HR-business connection. Acting as a coach to leaders, enabling them to lead high-performing, engaged and inclusive teams.
• Understanding and addressing evolving business needs in areas such as organizational structure, internal communications, workforce development, performance, and engagement
• Implementing, developing, maintaining, and following up HR programs, policies, tools & initiatives to support a growing and dynamic organization

Key Responsibilities:

• Working closely with line managers and the Talent Acquisition team to attract and onboard the best talent aligned with current and future business needs. Contributing to employer branding and EVP efforts by aligning internal experiences with external talent strategies.
• Onboarding & induction of newcomers and newly assigned employees through structured orientation plans and continuous follow-up
• Identifying and consolidating training and development needs across teams and partnering with the Hub Talent Management team & external partners to design and implement tailored learning solutions that address current capability gaps and future skill requirements
• Facilitating talent reviews and ensuring robust individual development and career planning
• Driving full cycle performance & potential management, ensuring all 90-day plans are made, planning and facilitating calibration sessions, ensuring all performance ratings are properly communicated, preparing necessary reporting and solving technical issues; supporting line managers in cases of low performance
• Guiding managers and employees across the entire employee lifecycle (recruit, retain, perform, develop, reward, exit). Supporting conflict resolution and sensitive employee relations cases in a compliant and timely manner.
• Collaborating cross-functionally with departments like Finance, Legal, and IT to support business operations and ensure consistency of people practices across the organization.
• Understanding the broader talent agenda and actively supporting initiatives that build and sustain a strong internal talent pipeline and future bench strength for critical roles
• Supporting the implementation of strategic workforce planning by identifying talent gaps and future needs, and ensuring readiness through succession and development planning
• Collaborating with leaders to review, design, and evolve organizational structures that support business growth, increase agility, and enable future capabilities
• Leading and/or contributing to transformation and change management initiatives
• Acting as a key enabler of the employee experience by leading and supporting initiatives around wellbeing, engagement & DE&I initiatives
• Processing employee listening survey results and facilitating action planning when necessary
• Partnership with & strategic HRBP guidance to Employee Resource Groups, Project Teams & Employee-Led Teams like Sports Engagement, DE&I, ELT and so on.
• Contributing to a strong internal culture through strategic internal communication and translating key HR messages and initiatives into meaningful action by following the HR Communication Plan
• Ensuring the accurate and timely update of organizational data in HR systems (e.g., SAP modules, MyHub, TLU, MyBest, etc.), and leveraging HR analytics for better decision-making. Using data and insights to shape HR strategies and measure impact.
• Supporting HR projects, preparing reports and analysis, managing related budgets, and coordinating internal audits when necessary
• Ensuring compliance with local labor legislation and HR-related internal policies; partnering with Legal and external advisors when needed to support fair and risk-aware decision making.
• Taking active responsibility in related HR projects; responsible for ad hoc reporting, analysis, budget, and internal audit preparation and follow-up

Key Relationships:

• HR CoE Teams (TA, TM and Rewards)
• EM HR Team
• Line managers of departments in scope
• Employees of departments in scope
• Authorities, attorneys
• External partners (WPO, Deloitte, Training partners etc)

Knowledge, Skills and Abilities:

• People-focused with excellent communication skills across diverse teams
• Highly integrative with a strong customer service mindset
• Deep understanding of business priorities and objectives
• Skilled in active listening, empathy, and delivering constructive feedback
• Proactive and results-driven, with a focus on both process and impact
• Thrives in fast-paced environments with strong organizational and analytical capabilities
• Comfortable with agile work models and digital collaboration tools
• Ability to anticipate future workplace trends and adapt HR strategies accordingly
• Skilled in change and conflict management

Requisite Education and Experience / Minimum Qualifications:

• Bachelor’s Degree in Management, Economics, Psychology or related field
• 4+ years HR experience
• Good presentation and facilitation skills
• Excellent interpersonal and communication skills, both written and verbal
• Fluent in English and Turkish both written and verbal
• Advanced MS Office skills