Adidas DIRECTOR TALENT JAPAN 

United States, California, Antioch 

592098811

Purpose & Overall Relevance for the Organization:

To Plan, Create and Lead the Talent Strategy for

Talent Acquisition:

• Set vision and drive strategic and operational goals for themarketacross all aspects of talent acquisition including strategies and practices to support future trends and business growth through talent acquisition excellence.
• Oversee execution of Talent Acquisition programs and initiatives across the region.
• Drive standardized and effective recruitment process that provides high quality as well as equal and inclusive experiences for candidates and hiring managers.
• Manage and influence business and functional leaders on talent acquisition priorities to ensure that organizational needs are met.
• Establish and maintain market and industry expertise including a comprehensive view of trends and competitors to help identify opportunities to improve talent acquisition results.

Talent Management:

• Responsible for the overall Talent Strategy for the market and lead contact for the Market HR Leadfor all Talent related programs and services.
• Lead the strategic planning for “Build or Buy” Talent priorities.
• Succession planning: partner with the Market HRLeadand Senior Leadership Team (SLT)to develop succession for key leadership roles, establishing clear talent mapping and building a diverse pipeline of future leaders; create visibility on global talent pipeline for key positions in the region.
• Pro-actively analyse business demand and consult HR Business Partners with tailored Talent solutions for the identified local business demands. Design and drive the implementation of all non-core products and services (ensure efficiency and consistency of Locally Developed programs and services for the Market by leveraging best practices from the Global Talent network).
• In partnership with theMarket HR Lead runall core Talent meetings at SLTlevel (e.g. Succession, TLU, Talent Conferences).
• Provide outside-in perspective (from Business / HR Business Partners into HR Talent) and contribute to the creation of integrated HR Talent products & services.

Learning and Development:

• Identify training and development needs across the organisation and leverage existing L&D programs or if not available, design locally relevant programs to enhance employee skills and capabilities.
• Foster a learning culture and promote continuous learning and development opportunities.
• Ensure individual learning and development plans and career pathways for high potential talent.

Onboarding and Employee Engagement:

• Enhance the adidas onboarding plan with locally relevant content and experiences to deliver an engaging onboarding program for new employees to ensure a smooth transition into the organisation.
• Develop and execute social activities and engagement initiatives with an internal narrative that will engage employees and foster a positive work culture.

• Build local strategy forour Employer Value Propositionactivationand high touch candidate experience ensuring local relevance.
• Create and maintain a strong online and offline presence within themarketto enhance adidas’s reputation as an employer of choice, also leveraging partnerships with key education institutions to attract young talent.
• Utilize appropriate and relevant recruitment platforms, social media, and networking events in different markets to identify and attract potential candidates.

Leadership, People Management and Team Building:

• Provide transformational leadership for empowered, high-performing teams.
• Promote a collaborative, motivating, diverse, and psychologically safe work environment, leading by example, role modelling adidas values and behaviours.
• Foster a high-performance culture with clear goals and expectations, constructive feedback, and performance reviews on a regular basis.
• Provide coaching and support to enable personal development and Talent excellence within the team.
• Act as a role model in compliance with relevant laws, regulations, and adidas policies.

Knowledge, Skills and Abilities:

• Ability to think and act strategically.
• Influence with/without authority.
• Strong team player with relevant working experience in a global matrix organization.
• Strong customer orientation, confidence to manage demand, HR Leadership team and expectations and ability to operate on senior hierarchical levels (stakeholder management).
• Articulate, clear in written & verbal communication; engaging presentations to large groups/teams.
• Provides ideas and thought leadership on people topics.
• Ability to lead recruiters/talent partners across multiple teams and/or locations towards achieving objectives.
• Strong project management skills.
• Ability to manage change, problem solve and influence hiring behaviour.
• Ability to work on local, national and international searches.
• Strong level of expertise within the market(s) you are responsible for and across multiple functions.
• Talent Generalist with cross-functional knowledge of all Talent areas (Talent Management, Leadership & Learning, Organizational Development)
• Strong knowledge of all core Talent processes.
• Commercial Awareness, customer focus, ability to align Talent, HR Strategy & Business Strategy.
• Advanced facilitation skills and strong internal consulting skills; diagnostic skills with ability to analyse the situation and provide solutions, ideally Certified Coach; basic Program Design skills, ability to build trustful relationships with key stakeholders and HR Partners

Requisite Education and Experience / Minimum Qualifications:

• BS/BA Degreeis required.
• Circa12years’ experience in market TalentManagement/HRBPpositionsin an international and matrixed corporate environment.
• Circa5years managing enterprise sized teams to achieve organizational goals.
• Proven functional expertise across multiple business units and a strong understanding ofmarketTalent/TA trends.
• Fluent written and spoken English and Japanese language skills.