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 the Recruitment Partner you will focus on recruitment mandates for Indonesia market and beyond.

As a Recruitment Partner, 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 partner closely with your hiring teams to develop functional recruiting strategies and act as an expert recruiting partner to HR and business. 

You will leverage adidas’ local sourcing hubs and work closely with recruiting and sourcing colleagues to share candidates and roles to encourage a collaborative hiring process. Maintaining an ‘always on’ 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.
• Advocating for and driving a diverse and inclusive recruitment strategy
• 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.
• 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.
• Lead additional recruitment initiatives as needed.
• 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.
• Act as a key point of contact to support the implementation of global initiatives within your designated function or market.

KEY RELATIONSHIPS

• Talent Acquisition Team
• HR Business Partners
• Business unit leads
• External vendors & agencies

KEY MEASURE OF SUCCESS

TIME TO FILL:

• Speed of hire
• Time to (verbal) Offer Accepted 50 days
• 10% or less of the roles beyond >90 days

WORKLOAD:

• Oversee and manage average workload of 15-20 requisitions at one time

QUALITY  MEASUREMENT:

• Assess Q\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. 40%
• 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.
• Hiring manager experience
• Drive incremental improvement in results.

REQUIRED EXPERIENCE

• A bachelor’s degree in HR, Business or related studies.
• Minimum of 5 years’ 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).
• Specific expertise/experience in recruitment
• Industry experience and deep knowledge of the footwear, apparel and/or retail industry are a plus
• 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.
• International experience, having worked on projects in multiple geographies
• Knowledgeable about managing diversity & inclusion from talent acquisition perspective.
• Strong written and verbal communication skills in English.