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Senior Manager Talent Acquisition Cross-Functional Team (M/F/D)

Land : Deutschland Deutschland

Bundesland : Bayern


Berufsfelder : Marketing

Vertragsform : Festanstellung

Arbeitszeit : Vollzeit



In this role, you will be responsible for driving the strategic and operational direction of a cross-functional Talent Acquisition team. This team manages recruitment mandates across all business functions (cross-functional) in our Headquarter location in Herzogenaurach and partners closely with the other Talent Acquisition teams.

The role consists of two distinct areas of focus, with on the one hand, partnering closely with the hiring teams to understand their hiring needs and develop effective recruitment plans. You will be responsible for developing and implementing recruitment strategies to attract and hire talent, including sourcing, interviewing and selection. Through the work you do, you will focus on consistently elevating capability and relentlessly delivering on hiring needs across all of your dedicated area. You will be responsible for a portfolio of recruitment mandates yourself as well as optimally balancing the workload for your team.

Your second focus in the role will be on leadership of the team. You will provide leadership to a team of 8-12 recruiters 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 Talent Acquisition team and the further development of their capabilities and competencies.

You will help the team to deliver on recruitment 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.


  • Develop and implement recruitment strategies to attract top talent, including sourcing, interviewing, and selection.
  • Closely partner with the hiring teams to understand their hiring needs and develop effective recruitment plans and effective resource management plans to cover the hiring demand
  • Utilize innovative sourcing methods to attract top talent, including social media, job boards, employee referrals, and networking - with specific focus on proactive outreach and recruitment.
  • Utilizes data, trends and customer information to gather insights to drive appropriate candidate generation and talent pool strategies
  • Manage business relationships to ensure alignment of talent needs, solve problems and develop new strategies that support the overall effectiveness of recruitment.
  • Coach and influence management (business and HR) to gain alignment on all aspects of talent acquisition including candidate collaboration, resource allocation and funding requirements.
  • Own responsibility for candidate and hiring manager experience results and drive standards for self and team to ensure a quality performance against all standards.
  • Resource management of the team to allocate workload according to the demand of the different business areas, create a sustainable resource allocation approach for TA HQ
  • Manage the relationship and implementation of external RPO partners when applicable
  • Lead and manage the recruitment team, providing guidance, coaching, and support to ensure the team meets their recruitment targets.
  • Lead an 'always on' approach to sourcing, focusing on proactive recruitment as well as inbound candidate flows/applicants.
  • Drive team development through appropriate coaching and managerial processes.
  • Ensure the effective implementation and adoption of all TA processes and programs.
  • Support the development of recruiting and employer branding strategies led by the EB team by leveraging key partners within the organization.
  • 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.

  • Director TA
  • Senior Managers TA (peers)
  • HR Business Partners
  • Line Managers/Hiring Managers
  • External vendor


  • Speed of hire for the teams under this Senior Managers remit
    • Time to (verbal) Offer Accepted 50 days

  • Oversee and manage average workload per team
    • Overall workload for team leads = 5-10 key requisitions at one time
    • Overall workload for recruiters = 20 requisitions at one time

  • 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
      • 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

    • Team Engagement
    • 360 feedback / stakeholder feedback

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/location, 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.


  • Minimum of 6 years' experience in global/international recruiting, leading international recruitment mandates for all level candidates through a broad range of sourcing channels.
    • Specific expertise/experience recruiting for your dedicated business area/market
  • Industry experience and deep knowledge of the footwear, apparel and/or retail industry
    • Experienced working in large, international/global matrix company
  • Minimum 3 years' experience managing small teams of functional experts (recruiters) to deliver against projects and tight timelines
    • Experience managing people directly and indirectly towards business objectives and recruitment deliverables
  • Demonstrated track record of excellence in driving end-to-end recruitment mandates
Including sourcing, assessing and hiring talent in volume roles in combination with managing a team

  • International experience, having worked across multiple countries/regions.
  • Min Ma degree in HR, Business or related studies
  • Strong written and verbal communication skills in English.


  • 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
    • 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 touchpoint
  • Drive change and transformation
    • Embrace change and transformation, able to problem solve, bring new ideas to improve and push the envelop

  • Lead and develop others
    • Lead (remote) teams, create a high performing environment which empowers, motivates, develops and inspires.
  • 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.
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