PURPOSE
In this role, you will be responsible for driving the strategic and operational sourcing direction for EMEA TA (Including EMEA TDD & GBS)
The role consists of two distinct areas of focus, with on the one hand, partnering closely with the TA leads to understand their sourcing needs and develop effective sourcing plans for critical to fill leadership hiring (Snr Manager- Snr Director), non-business as usual hiring build outs and proactive pooling against the most important capability gaps within the respective business areas and markets.
Your second focus in the role will be on leadership of the team. You will provide leadership to a team of sourcing experts and providing them guidance and support to ensure they meet their goals and objectives. Leveraging a metrics and data driven approach, you will create a high performing n team and the further development of their capabilities and competencies.
You will help the team to deliver on sourcing mandates against tight timelines and competing priorities. As a leader of the team, you will provide the team with all the necessary structure and support to ensure they are equipped to perform at the highest level. Moreover, you will consistently provide support and guidance to further elevate their capabilities and competencies.
As an adidas senior manager, you will role model our values through courageous and innovative leadership and mindset and enabling ownership.
KEY RESPONSIBILITIES
- Develop and implement sourcing strategies to attract top talent and pipeline for the now and the future
- Closely partner with the TA leads to understand their hiring needs and develop effective sourcing plans
- Utilize innovative sourcing methods to attract top talent, including social media, job boards, employee referrals, and networking – with specific focus on proactive outreach
- Utilizes data, trends and customer information to gather insights to drive appropriate candidate generation and talent pool strategies
- Ensure a strong knowledge of adidas Group Functions, Markets and teams to be able to understand current and future talent requirements and build strategies to support these areas.
- 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.
- Support TA leads with sourcing insights to help drive strategic planning and quarterly review meetings with functional/market senior leadership to understand trends as well as current and upcoming talent requirements in order to build a strategy to support overall recruitment effectiveness.
- Build a sourcing framework and strategy for EMEA to effectively drive internal SLAs with the TA leads, manage sourcing requests and demand and ultimately ensure adidas TA EMEA is sufficiently covered in the right roles at the right time from a talent pipelining perspective.
- Lead and manage the sourcing team, providing guidance, coaching, and support to ensure the team meets their recruitment targets.
- Drive team development through appropriate coaching and managerial processes.
- Champion global recruiting initiatives and lead change efforts to ensure harmonized implementation of strategies, standards and processes across all areas of support.
- Partner with overall TA organization and encourage direct reports to drive a collaborative approach to recruiting and driving best practices.
KEY RELATIONSHIPS
- TA Leads within the EMEA region
- Recruiters
- HR leaders
- Business leaders (when needed)
KEY MEASURE OF SUCCESS
The TA Sourcing Snr Manager will ensure the following sourcing specific KPIS are met within the team:
SPEED OF HIRE:
For active projects:
- Present calibration profiles 48 hrs after briefing
- First slate candidates presented to recruiter 5 working days after briefing
- Time to (verbal) offer accepted = 50 days
WORKLOAD:
- Project workload: 10-15 projects at one time (on average 10 live REQs and 5 pipeline projects)
QUALITY:
- Always on projects & pipelines: pipeline health and updates
- Always on projects & pipelines: talent pool to hire conversion rate with “Source of hire = proactive” 25% or more
- Active REQ: Submission to Interview Rates – 50% of the candidates going to HM/HRBP IV were identified/introduced via Sourcer
- Active REQ: Proactive Outreach Response Rate – 60% or more
- Active REQ: number of proactive outreaches per project – 20 or more
DIVERSITY:
- 50% of passive candidates from inclusive sources
- Sourcer slate of candidates is inclusive and diverse - 95% of roles have inclusive slate (connected to local diversity drivers)
DATA QUALITY & INTEGRITY:
- Consistently utilize in each project comprehensive ATS tag library
- Optimize Tool Utilization – SF, Linkedin, 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.
WHAT WE ARE LOOKING FOR
Senior Managers in adidas play a critical role in the execution of the priorities and core services of the HR function at adidas. They support a single-business-unit or region, in some cases extending across the organization and are functional experts who demonstrate subject matter expertise, and take personal ownership of delivering great results through their teams in a leadership capacity. They have the ability to blend functional expertise with a comprehensive view of the bigger picture. They are able to prioritize without losing sight of the overarching goals. Our Senior Managers are skilled at capturing data from a variety of sources and analyze and interpret the findings as well as presenting those findings to the business and HR leaders. They influence based on subject matter expertise and offers relevant (external) insights for input to business strategy discussions. They support their leadership in setting expectations and standards and coach others through change and transformation.
IDEAL EXPERIENCE
- At least 5+ years experience in global/international recruiting, leading international recruitment and sourcing mandates for all level candidates through a broad range of sourcing channels.
- Specific expertise/experience leading sourcing teams is highly advantageous
- Industry experience and deep knowledge of the footwear, apparel and/or retail industry
- Experienced working in large, international/global matrix company
- 3+ years managing teams of functional experts (recruiters and sourcers) to deliver against projects and tight timelines
- Experience managing people directly and indirectly towards business objectives and recruitment/sourcing deliverables
- Demonstrated track record of excellence in driving sourcing and pipelining mandates as well as building strategic sourcing strategies and frameworks.
- International experience, having worked in and/or supported across multiple countries/regions.
- Knowledgeable about managing diversity & inclusion from talent acquisition perspective.
- Strong written and verbal communication skills in English.
KEY CRITICAL COMPETENCIES AND CAPABILITIES
Foundational:
- Adi values
- champions our values and culture
- Self leadership
- 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
- 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
- Strong interpersonal skills, communicates effectively in writing and verbally, has gravitas and able to build relationships
Role Specific Capabilities:
- Driving results
- Strong results and delivery focus, takes personal ownership to deliver best results, manages recruitment mandates of self and team, and strives & drives operational excellence in team and projects.
- Data & Insights
- brings outside in perspectives, uses data and insights to influence decisions, drives broader talent/recruitment solutions.
- Candidate development
- Candidate centric mindset, decisions inspired by how we can impact the experience positively in every sourcing touchpoint
- Drive change and transformation
- Embrace change and transformation, able to problem solve, bring new ideas to improve and push the envelop
Leadership:
- Lead and develop others
- Lead (remote) teams, create a high performing environment which empowers, motivates, develops and inspires.
- Credibility, Collaborate & Influence
- Expertise and credibility in area, able to work with and influence effectively a wide array of stakeholders, builds strong relationships and partnerships cross functionally/regionally
- Strategic thinking
- Thinks forward, plans ahead, has an international awareness that allows to anticipate trends and developments that impact area. Able to connect the dots. Creates clarity and translate operational objectives into clear plan for the team.