HRBP Sr Manager
Purpose & Overall Relevance for the Organization:
Act as a Strategic Business Partner and Coach in the designated areas in all relevant HR Management issues, executing the best HR strategies and services to attract, develop, motivate, and retain the best people. Serve as an extension of the HR organization in the designated areas to ensure consistent application of all Group HR Standards and Principles. Drive the organization towards future-readiness by leveraging data-driven insights, fostering a culture of continuous improvement, and preparing the workforce for emerging trends and technologies.
Key Responsibilities:
- Partner with regional senior leadership (VP) to align HR strategies with business objectives, ensuring HR initiatives support organizational goals and drive business results.
- Partner with the HR Manager teams in the countries, providing functional direction to ensure efficient implementation of HR processes and fostering a high-performance culture.
- Partner with the COE experts (Talent, TA, Rewards) for hiring, development, and retention strategies to build a competitive workforce. Implement succession planning and career development programs to prepare for future organizational needs.
- Promote and manage high employee engagement at every level through effective motivation, coaching, training, and development actions to attract and retain top talent.
- Support organizational change initiatives by providing guidance on change management strategies and ensuring smooth transitions.
- Utilize HR analytics and data to inform strategic decisions, identify trends, and measure the effectiveness of HR initiatives.
- Ensure compliance with labor legislation and corporate guidelines, managing risks related to HR operations.
- Facilitate performance management processes, including goal setting, performance reviews, and development plans, to drive a culture of continuous improvement.
- Partner with employee relations issues to provide solutions and support to resolve conflicts and maintain a positive work environment.
- Stay abreast of emerging HR trends and technologies, integrating innovative practices to enhance HR service delivery and prepare the organization for the future of work.
- Maintain a high level of communication with management and actively support business initiatives and business needs to contribute to the decision-making process of structuring and developing of their teams and for the business to achieve its objectives
- Execute personnel planning, annual salary rounds and promotions/salary adjustments in close cooperation with country Rewards to guarantee consistent salary management process
- Control the execution of on boarding and off boarding processes according to the guidelines of the company to ensure compliance with the internal processes and local legal requirements
- Participate in the recruitment process for leadership positions when deemed necessary.
Key Relationships:
- Regional HR functions
- Global HR Functional Peers
- Country HR Directors and Managers
- Senior Leadership Team (SLT)
- Centers of Excellence (COE) for Talent Acquisition, Talent Partner, and Rewards
Knowledge Skills and Abilities:
- Ability to align HR strategies with business goals and drive organizational success.
- Strong leadership skills with the ability to inspire and motivate teams.
- Proficiency in HR analytics and data-driven decision-making.
- Excellent communication and interpersonal skills to build relationships and influence stakeholders.
- Expertise in managing organizational change and driving continuous improvement.
- Knowledge of HR systems and technologies, including SAP and other HRIS platforms
Requisite Education and Experience / Minimum Qualifications:
- Minimum of 8 years of experience in HR, with at least 3 years in a strategic HRBP role working with executive leaders.
- Bachelor’s degree in human resources, Business Administration, or a related field is preferred.
- HR certification or Coaching Certification a plus.
- Advanced English
At adidas, we strongly believe that embedding diversity, equity, and inclusion (DEI) into our culture and talent processes gives our employees a sense of belonging and our brand a real competitive advantage.
– Culture Starts With People, It Starts With You –
By recruiting talent and developing our people to reflect the rich diversity of our consumers and communities, we foster a culture of inclusion that engages our employees and authentically connects our brand with our consumers.