• Job Description

  Req#: 497894

  PURPOSE

  In this role, you will be responsible for leading the development and execution of the Global TAEE strategy across the GCA & APAC Markets to achieve both strategic and operational goals.

  You will operationally manage the GCA and APAC Markets’ lateral recruiting teams, whilst also acting as a strategic account manager for all elements of TAEE within the market, helping implement locally any global projects / programs / initiatives and ensuring TAEE colleagues are connected with relevant market stakeholders where necessary.

  Leveraging a metrics and data driven approach, you will create a high performing Talent Acquisition teams while consistently elevating capability and delivering on hiring needs across all markets/functions within your dedicated area. This includes directly leading on corporate hiring and partnering with the global hiring programs team on delivery for retail hiring, including building our long-term roadmap for the market).

  
  You will be tasked with building flexible recruiting models that blend full-time recruiting and sourcing teams with augmented support and optimally leverage all resources, channels and technology.

  Key focus in the role will be building stronger partnerships with leaders across markets/functions, cultivating success against our adidas DEI goals and embedding the behaviours and strategies to support this.

  In partnering with the Employer Branding and Experience team, you will support the creation of targeted campaigns that unlock new talent pools through our commitment to driving a diverse and inclusive workplace.

  As an adidas leader, you will role model our values through courageous and innovative leadership and mindset and enabling ownership.
  

  KEY RESPONSIBILITIES

  • Shaping and driving the execution of the Global Talent Acquisition strategy across dedicated regions/functions
  • Directly managing the lateral recruitment team for the market, ensuring excellent operational delivery including placing DEI at the heart of this.
  • Partner with internal stakeholders and team members across all hierarchies for the identification and prioritization of current and future talent needs, together with the other TA (regional) leaders, and deploy recruiting plans to support that.
  • Drive alignment and consistency of recruitment process across the markets to deliver high quality experiences for candidates and hiring managers.
  • Implement a standard framework of KPIs and monitor global function effectiveness and develop tactics / course correcting action when KPIs are not being met.
  • Regularly assess Future Talent needs and partner with Business and Finance to ensure appropriate budgeting is in place to support recruiting demand.
  • Understanding workforce / hiring planning and resource forecasting to feed into recruitment timelines. Take part and bring your business expertise in Demand Planning Forecast Cycles, collaborating with your global TAEE colleagues on this exercise twice per year.
  • Anticipating the organization's future and working with senior executives to advise on recruiting tactics that will help to sustain the company’s success.
  • Partnering with the broader TAEE team for shared use of tools and resources.

  KEY RELATIONSHIPS

  • VP TA & Employee Experience
  • TAEE leadership team
  • HR Senior Leader Team Members
  • Business Leaders and HR Business Partners (in Markets, Functions, Brands)
  • Other HR Leaders and Talent Organization
  • External vendors
  • GBS
  

  IDEAL EXPERIENCE

  • Minimum of 12 years’ experience in global recruitment, based both in HQ as well as in market/region.
  • Minimum 8 years managing multiple recruiting teams across different regions, including leading remote teams.
  • Strong experience in workforce planning and KPI development and tracking for Talent Acquisition.
  • Successful track record leading large complex, global projects.
  • Strong international experience, having lived and worked in multiple geographies/countries.
  • Route up with strong cross functional expertise – specialised knowledge in more than one functional area of discipline.
  • Knowledgeable about managing diversity & inclusion from talent acquisition perspective.
  • Has held budget responsibility.
  • Min of Ba/Ma degree in HR, Business or related studies.
  • Strong written and verbal communication skills in English.

  KEY MEASURE OF SUCCESS

  TIME

  
  • Speed of hire for the teams under this Senior Director’s remit
  • 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 per team
  • Overall workload for M1/M2 lead = up to 3 critical requisitions at one time
  • Overall workload for M2/M3 team leads = 5-10 key requisitions at one time
  • Overall workload for M3 individual contributor= 15-20 requisitions at one time (if focused on more senior roles), or 25 if generic roles.
  • Overall workload for recruiters = 20 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.
  • candidate experience
  • 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 ration 5:1.
  • sourcing strategy (proactive outreach vs applicant) per team
  • for each search on M4 level and above, there will be 20 proactive outreaches to candidates (Conversion rate KPI will follow over time).
  • data & insights
  • for recruiters on M3 level and above, 75% of searches will include presentation of an outside in view of the market, the trends, the candidate pools, the locations etc.

  
  LEADERSHIP

  
  • Team Engagement
  • 360 feedback / stakeholder feedback
  • Succession planning and TLU for teams under this senior director’s remit
  • All direct reports will have clear & measurable goals in the system and a development plan.
  

• About the company

  Adidas AG is a German multinational corporation, founded and headquartered in Herzogenaurach, Germany, that designs and manufactures shoes, clothing and accessories.

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