Recruitment Partner

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. You will focus on recruitment mandates for the various business functions_._-
- Your business acumen, passion for recruiting and a genuine commitment to thinking outside of the box are core skills needed in this role.
In your 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 within various business functions_._KEY RESPONSIBILITIES- 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.
- 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
- 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.
- Act as a key point of contact to support the implementation of global initiatives within your designated function or market.
- KEY RELATIONSHIPS- Global HR
- Local Senior Leadership
- Global Functions
- Talent Acquistion HQ
- KEY MEASURE OF SUCCESS- TIME:
- Speed of hire
- Time to (verbal) Offer Accepted 50 days
- No more that 10% of the roles should be open for >90 days
- WORKLOAD:
- Oversee and manage average workload of 25 requisitions at one time
- QUALITY:
- Assess 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 45%
- 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.
- Drive incremental improvement in results.
- Measure per 6 months
- hiring manager experience
- drive incremental improvement in results.
- measure per 6 months
- interview to offer ratio / offer acceptance rate.
- HM interview vs offer ratio 5:1.
- sourcing strategy (proactive outreach vs applicant) per team
- WHAT WE ARE LOOKING FOR IDEAL EXPERIENCE- o Specific expertise/experience recruiting for xxx (insert functional area/market area/business) strongly preferred
- Industry experience and deep knowledge of the footwear, apparel and/or retail industry
- o 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.
- Min BA degree in HR, Business or related studies
- Strong written and verbal communication skills in English.
- KEY CRITICAL COMPETENCIES AND CAPABILITIES- Foundational:
- Adi values
- o champions our values and culture
- Self leadership
- o 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
- o 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
- o Strong interpersonal skills, communicates effectively in writing and verbally, has gravitas and able to build relationships.- Role Specific Capabilities:
- Driving results
- o Strong results and delivery focus, takes personal ownership to deliver best results, manages recruit