Principal Executive Recruiter (m/f/d)

Location

Herzogenaurach | Germany

Job description

PURPOSE

We challenge you to quickly become an integral part of the adidas, global in-house executive search group by taking ownership for the delivery of exceptional and diverse talent in support of our hiring managers and teams. The executive search team is essential in identifying, qualifying and assessing executive talent for our most senior executive positions. Together, we drive the execution of active and critical executive search projects across all of adidas’ categories, geographies and functions.

The Principal Executive Recruiter is responsible for identifying, engaging and assessing executive level talent for specific executive level search assignments and roles in adidas. You will build a pipeline of highly qualified and interested candidates by (pro) actively approaching and recruiting top level talent in the marketplace.

Throughout the search/pipeline projects, the Principal Executive Recruiter continuously contributes to Executive Search project execution through high quality & ongoing executive level candidate development by leveraging strategic recruiting methodologies, business intelligence, internal and external networks and sources, professional organizations, branding initiatives, and technology. You will develop the targeted search strategies and execute on this with comprehensive candidate recruiting tactics, i.e. phone generation, networking, identifying applicable professional communities, high value target employers and other research channels, to identify top talent in the marketplace.

The Principal Executive Recruiter will (pro) actively reach out to key executives, and will engage with them around the unique opportunities at adidas whilst at the same time assessing the talent pool against the set criteria of the search assignment. Throughout the search, the recruiter will be a partner to the ES business Partner/ consultant and will advise on selection of talent to interview with consultant.

The Principal Executive Recruiter will be actively involved in the search projects from A to Z, preparing for and contributing to the kick of meetings to partnering with the consultant in project update meetings, Longlist meetings and final presentations. In addition, you will also keep in close contact with the candidates and support the final phases of the search project. As integral part of the process, the executive recruiter will help drive the associated deliverables and prepare the needed documentation.

Moreover, the Principal Executive Recruiter, will continuously develop thorough research and talent intelligence on executives and executive-ready talent at competitors, target companies and industry segments and will be a subject matter expert on recruiting strategies to meet the needs of adidas’ various segments markets and functions. The executive recruiter captures and communicates market trends, industry information, or other applicable intelligence to executive management in support of overarching talent sourcing strategy work.

KEY RESPONSIBILITIES

• Work together with a senior ES business Partner and coordinator to drive the overall execution of a search mandate.
• Providing credible participation in the kick off meetings with the hiring team for active searches by
  • establishing credibility through expertise and knowledge of market
  • where possible, asking valid and insightful questions to clarify hiring needs.
  • provide market intelligence and competitor intelligence.
• T ogether with ES business Partner, supporting the creation and implementation of the search strategy for each potential search as well as succession pipeline projects.
• Support the execution and delivery for executive recruitment projects and continuously capture robust information on external talent to provide pipelines, insights and leverage for current and future executive vacancies at Adidas.
• Responsible for driving search execution and activities, including proactively identifying, engaging, attracting, assessing exceptional and diverse executive level talent.
  • More specifically, this includes identification & research utilizing a variety of channels including phone generation (cold-calling) of candidates, proactive sourcing with industry experts, networking within niche and function, identifying applicable associations , professional groups and affiliations, websites, boolean searches, targeting competing companies)
  • Supporting engagement with senior leadership in and externally, professionally representing the company, the ES function and being able to share a compelling story.
  • Screening and initial assessment by developing robust screening questions that will narrow the candidate pool and hone in on the qualified, interested and best candidates for the role. You will assess candidates for cultural, experiential, and financial fit, utilizing a behaviour-based interview approach based on the core competencies identified with client.
  • Support creation of high quality insights and documentation.
• Supporting the team on reporting, update reports and search documentation and materials in line with global templates is a key responsibility, including;
  • Supporting development of an effective and compelling presentation of the role (in conjunction with the senior team member, and which will shared with the market and prospective candidates.
  • Developing the LongList with insights on market findings and candidate backgrounds (comments)
  • Developing the materials in support of the hiring team interviews such as candidate reports, candidate portfolios and prep packages for the candidates.
  • Feedback reports, scorecards refence reports etc.
• Build and maintain close relationships with candidates, and providing a high level of candidate care, ultimately resulting in accurate, in-depth assessments and insights on key drivers and motivations as well as ensuring a positive candidate experience .
• Support in the last phases of the search process by
  • Ensuring accurate data on compensation,
  • Supporting reference and background checks on final candidates.
  • Support administrative processes such as contract creation
• Building a clear understanding of the business/market or function and its place in the overall company and strategy, you also support your ES Business Partner and as well as stakeholders with proactive candidate identification and introductions, ensuring we as a team and a business have a focus on key critical roles and build potential (diverse) pipelines proactively.

• Participate in the continuous building and update of an executive database with a viable network including talented professionals (potential candidates) and with a focus on “best in class” talent in adidas’ direct competitors as well as “best in class” companies.

KEY RELATIONSHIPS

• Global Executive Search team
• HR leaders
• Senior Leadership
• COE’s including Rewards, Talent and Learning, etc

KEY MEASURE OF SUCCESS

OPERATIONAL

Drive and deliver executive search results.

• Time to Fill: under 120 days for external/combined searches
• Time to Fill: under 80 days for internal only searches
• Placements: 15-20 per year
  • Workload: 20 projects/year including pipelining
• Pipelining: drive at least 2-5 Executive pipelining projects in addition to active search work
• Support HR and IED agenda:
  • Maintaining high levels of female hires at executive level, 30% of executive level placements are diversity candidates
  • Ensuring delivery of inclusive slates as “standard best practice”

• Quality: for each of the search projects, conduct at least 5 source calls to external sources

LEADERSHIP & BETTERMENT

Drive fair and transparent process, and high-quality service & process

• ES process: drive towards our one way of working, adhere to the new process and associated steps & deliverables:
  • adopting the ES process and formats, across the entire value chain and ensure,
  • consistent high quality work product in every search.
  • Adhering to the commitments of deliverables and timelines of the global process.
• Ensure each search project has a folder on the sharepoint and in that folder all relevant information is stored realtime such as JD, Progress reports, org maps, candidate reports (moving away from individual desktops and onedrives)
• Ensure each search has a JD, Update reports and candidate reports completed, utilizing the templates that are provided for ES team.
• Ensure 100% of placements have been through a background check and reference check
• Data integrity and quality; incorporate technology like LinkedIn, CRM and SF into daily routines and ensure all relevant project information is captured in CRM

LEADERSHIP –

Drive insights & provide next level talent advisory

• Talent pipelines & intelligence

• Market intelligence & updates
• Executive referrals & insights
• Internal talent pools/ succession plans and needs

WHAT WE ARE LOOKING FOR

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 strong personal ownership over the delivery of great (final) work product and results. 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 Managers are skilled at capturing data from a variety of sources and analyze and interpret the findings as well as supporting the presentation of 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

• Min 5-7 years of recruiting experience recruiting executive level talent.
  • Retained search agency experience required.
  • Direct experience having worked on searches in the consumer goods industry is preferred. 
• Highly developed passive recruiting skills, i.e.: prospect identification, cold calling, referral generation, competitive intelligence gathering, in-depth screening and assessment. ​
• Proven track record in executive search research methodology,
  • Expert research skills to uncover relevant market/industry data and trends.
  • Expertise utilizing complex internet searches, social and professional networking groups, blogs, diversity resources, competitor research and the development of existing candidate and sources relationships to build pipelines of executive level talent. ​
• Proven track record in executive talent engagement, delivering a high-quality pipeline of candidates under very tight timelines. ​
• A truly engaging recruiter with the ability to establish rapport quickly, engage challenging executives and develop trusting relationships. ​
• Experienced in assessment of talent with behavioural based interviewing and assessment techniques. ​
• High proficiency with CRM software or executive search database tools. ​
• Excellent written and verbal communication skills, whereby fluency in English is a must. ​
• Minimum Ma/Ms degree required. ​

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 and market knowledge
  • Candidate centric mindset, always taking into account the candidate experience and how that can be impacted positively. Builds strong relationships, continuously & proactively develops qualified and interested candidates

Leadership:

• 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

     

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