Purpose and overall relevance for the organization
Act as a Strategic HR Business Partner and Coach for assigned business areas, providing end-to-end HR support to leaders and teams. Enable business objectives through people strategies, organizational effectiveness, talent development, engagement, workforce planning, and consistent deployment of HR standards, processes, and practices.
Lead and coordinate cross-functional HR projects and strategic initiatives, translating business and HR priorities into action plans, milestones, KPIs, and sustainable outcomes.
Key responsibilities
- Strategic HR business partnering: Partner with leaders on organizational challenges, people needs, organizational design, team effectiveness, talent decisions, leadership capability, engagement, performance, and employee relations.
- Act as the local extension of Group HR and ensure consistent application of HR standards, policies, and processes.
- Talent, performance, and organizational effectiveness: Support talent management, succession planning, performance management, development actions, engagement initiatives, workforce planning, organizational reviews, and capability assessments.
- HR operations, processes, and compliance: Support staffing, onboarding, offboarding, compensation cycles, promotions, salary adjustments, employee movements, local labor compliance, HR data quality, and HR systems.
- Use HR data, dashboards, and insights to identify trends, anticipate risks, and recommend proactive actions.
- Cross-functional HR project management: Lead strategic HR initiatives from planning through execution, defining scope, milestones, governance, owners, KPIs, and follow-up.
- Provide analytical support, simplify and improve HR processes, and share best practices across the organization.
Key relationships
Internal business leaders, management teams, HR business partners, HR Centers of Excellence, regional and global HR project leaders, Finance, Legal, employees, and people managers. External HR vendors, consultants, or service providers when required.
Knowledge, skills, and abilities
- Strong HR Business Partnering capability and ability to coach leaders.
- Excellent stakeholder management and influencing skills.
- Strong project management discipline.
- Analytical mindset and ability to use data to drive decisions and measure impact.
- Strong communication, facilitation, and organizational skills.
Culture and inclusion
adidas fosters an athlete’s mindset through courage, ownership, innovation, teamplay, integrity, and respect. The company emphasizes diversity, equity, and inclusion as part of its culture and talent processes.