Adidas SENIOR MANAGER EARLY CAREERS 

Egypt, Alexandria, Alexandria 

387278445

Purpose & Overall Relevance for the Organization:

his rolewill deliver a best-in-class early careers offering.evelop and execute the

Key Responsibilities:

• Responsible for setting strategy, defining processes, and establishing accountability measures for a defined and structured approach tofuture talentrecruitmentfor both corporate and retail.
• Ensuring themarket futuretalent strategy is aligned with the adidas business strategy and diversity goals, building strong pipelines of talent across the business. Conductingregularreview meetings with business leaders and key HR business partners.
• Completion of annual competitor analysis regarding future talentsalary/relocation/benefits package and implementation of changes where necessary to ensure a best in class offering.
• Partnering with ECTA peers to drive global consistency and parity in ECTA Programs where possible.
• Lead the annual position planning process – working with business leadership and HRBPs to increase opportunities to build a pipeline and hirefuture talentinto the organization.
• Initiate and maintain relationships with priority university career centers to increase visibility. Joining on-campus recruitment fairs, organizing adidas events on campus, hosting students on adidas campus and hosting virtual events.
• Define marketing attraction strategy targetingGen Z. Leveraging internal alumni, relevant advertising resources and key university relationships regionally and globally to attract world class applicants.

• Responsible for setting strategy, defining processes, and establishing accountability measures for a defined and structured approach to theGCA Early CareerPrograms.
• Design and execute an effectiveonboarding/induction experience that sets the foundation for the ongoing learning curriculum of the program. Design using market data, business leaders, business steerco and HRBP input, leveraging internal learning offerings and external vendors when necessary.
• Design an ongoing developmental program/learning curriculum – utilizing businessstakeholdersto inform decisions and design based on the talent needs of the future. Ensuring that learning progression throughout the program is measured.
• Responsible for engagement and retention efforts. Host ongoing engagement events; ERG events, athlete/ambassador events, senior management speaker series, cross-functional education events, networking, end of program celebratory events etc.
• Operate as a SPOC for program participants, managers, and other key stakeholders.
• Consistently refine and update the program based on industry and early careers best practices.

• Partner with People Analytics to measure and track progress against key metrics.

Key Relationships:

• /TP teams and HRBPs
• Business Leaders
• External vendors

Knowledge, Skills and Abilities:

• 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.
• 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.
• 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.

Requisite Education and Experience / Minimum Qualifications:

• Bachelor's degree in human resources, or related field.
• Minimum of 5 years of experience inHR related field
• Successfully participated and significantly contributed to large, complex, global projects and/or led local initiatives and functional priorities, involving multiple stakeholders.
• Demonstrated ability to lead early careers programs across multiple stakeholders and achieving project objectives.
• Strong written and verbal communication skills in English.