Adidas is an equal opportunity employer and we are committed to fostering an inclusive workplace. We welcome applications from people of all ages, genders (incl. gender identity), ethnic and social backgrounds, nationalities, sexual orientations, religions and beliefs, and those with apparent or non-apparent disabilities*. We do not tolerate harassment or discrimination toward any of our applicants or employees.
- We actively encourage individuals with disabilities to apply and will provide reasonable accommodations throughout the recruitment process.
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 a defined business/function.
As 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.
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 a defined business/function.
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 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.
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.
