[Solo Quedan 15h] Recruitment Partner...

In this role, you will be responsible leading the entire recruitment process of Retail Stores, closely partnering with HR, Business and Recruiting colleagues to identify, qualify and attract the best talent for adidas. As the Recruitment Partner for Retail, you will focus on recruitment mandates for Peru Retail Stores, in addition to driving strategic talent acquisition topics within Retail.

As a Recruitment Partner for Retail, 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 delivering exceptional candidate experience and recruitment services.

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 Peru retail.

Maintaining an ‘always on’ approach you will continuously utilize various channels to attract the best talent including proactive outreach to passive candidates for every search.

KEY RESPONSIBILITIES

• 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.
• Manage vendor relationships by fostering collaboration to drive results, ensuring SLA fulfillment, and maintaining a continuous improvement mindset to identify efficiencies and enhancements on an ongoing basis.
• Leverage relevant advertising resources and apply other relevant candidate marketing strategies to create local, regional and global awareness (if needed) in order to attract qualified applications for key roles within your area of responsibility.
• 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.
• Provide guidance to the hiring managers throughout the recruitment process and frequently update them on the status of the process.
• Advocating for and driving a diverse and inclusive recruitment strategy.
• Conduct weekly check-ins with active candidates and hiring managers throughout the entire recruiting process for each role.
• Own responsibility for candidate and hiring manager experience results and drives standards to ensure a quality performance against all standards.
• Plan and participate in strategic planning meetings with functional / market leadership and key business partners of all levels to understand current and upcoming requirements in order to build a strategy on effective recruitment activities for positions within your area of responsibility.
• Conduct quarterly review meetings with business leaders and key business partners to provide an overview of recruiting achievements as well as opportunities to improve hiring performance moving forward.
• Support retail teams with TA upskilling, trainings, best practices, hiring events, assessment center s , toolkits roll out.
• Drive strategic talent strategies with Retail Leadership in partnership with HR to help drive proactive building of candidate pipelines within retail stores and teams.
• Actively participate in retail events including the following but not limited to : Retail Sales Meetings, Retail boothcamps , Store Visits, Hiring Events, District and Regional market meetings
• Ability to flex schedule based on business demand to accommodate hiring needs.
• Apply and adapt broader talent acquisition strategies (employer branding, internal recruiting, diversity, etc.) within your designated function or market.

KEY MEASURE OF SUCCESS

QUALIFICATIONS

AT ADIDAS WE HAVE A WINNING CULTURE. BUT TO WIN, PHYSICAL POWER IS NOT ENOUGH. JUST LIKE ATHLETES OUR EMPLOYEES NEED MENTAL STRENGTH IN THEIR GAME. WE FOSTER THE ATHLETE’S MINDSET THROUGH A SET OF BEHAVIORS THAT WE WANT TO ENABLE AND DEVELOP IN OUR PEOPLE AND THAT ARE AT THE CORE OF OUR UNIQUE COMPANY CULTURE : THIS IS HOW WE WIN WHILE PLAYING FAIR.

At adidas, we strongly believe that embedding diversity, equity, and inclusion (DEI) into our culture and talent processes gives our employees a sense of belonging and our brand a real competitive advantage. This statement reflects our commitment to a diverse and inclusive workplace.

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