Senior Manager HR Brand (m/f/d)

at  Adidas

Purpose:
To enable a people eco system around moments that matter – delivering value at every touchpoint and provide HR service and support to defined support area. Manages and acts as a key contributor for local or global HR projects and initiatives.

Key Responsibilities:

• Key contact of managers and employee base and consult on policies and procedures
• Trusted advisor to people on all people related matters. Coach and mentor Line Managers to be empowered around people, engagement and performance topics/decisions
• Support and execute the People Strategy in a defined area
• Drive change management plans and execution of new Org Design set up
• Source solutions to build skills and capabilities in partnership with Expert communities, operationalize the workforce planning process
• Monitor dashboards and analytic trends
• Build a Talent pipeline with robust succession plans for Management positions within the area of responsibility
• Develop management base for the future
• Ensure our people products and processes are executed and adapt communication for customer base
• Quickly respond to complaints, questions, needs from line managers, employees
• On a regional level drive and support on site activities e.g. campus closure, holiday parties, all local initiatives, branding, etc.
• Educate and support leaders, managers in their people R&R: appraisals, grievance, absence, H&S, Planning, TA, Briefings, development and training

Key Relationships:

• Employees & Line Managers of support organization & Leadership team (regional adjustments possible)
• HR team members, locally, regionally and globally
• Talent and Rewards Partners and Experts
• Recruiters
• Finance
• Works Council
• HR Services
• Talents in area of responsibility- M2 and below

Knowledge Skills and Abilities:

• HR Capabilities: Individual and collective labor law. HR Subject Matter Expert, use of HR metrics, change delivery support, organizational design, maintains external perspective, anticipating people trends, employee relations. Basic knowledge around workforce planning
• Business Capabilities: Commercial awareness, customer focus, understanding HR strategy, understanding business, its value chain and key processes
• Consulting Capabilities: Brokering solutions to meet business needs, ability to sell HR solutions to the business, trusted advisor, small group facilitation, coaching skills, project input and delivery
• A good team player with basic management skills
• Customer oriented, approachable and strong interpersonal skills, basic coaching skills
• Excellent organization and problem-solving skills
• Confident, creative and collaborative within the team
• Strong written and verbal communication skills, presentation and facilitation skills to employees and small groups
• Supports innovation and supports the development of new ideas, approaches and methods
• Is open to new approaches and supports change actively
• Shows understanding of the overall strategy and the relevance for tasks
• Builds sound arguments, has a clear opinion and conveys ideas to the point
• English fluent (written and oral)

Requisite Education and Experience:

• University degree or equivalent (preferably main subject Personnel Management)
• Minimum of 6-7 years progressive work experience in the field of HR (preferably in an international organization)
• Internship or study abroad

• Key contact of managers and employee base and consult on policies and procedures
• Trusted advisor to people on all people related matters. Coach and mentor Line Managers to be empowered around people, engagement and performance topics/decisions
• Support and execute the People Strategy in a defined area
• Drive change management plans and execution of new Org Design set up
• Source solutions to build skills and capabilities in partnership with Expert communities, operationalize the workforce planning process
• Monitor dashboards and analytic trends
• Build a Talent pipeline with robust succession plans for Management positions within the area of responsibility
• Develop management base for the future
• Ensure our people products and processes are executed and adapt communication for customer base
• Quickly respond to complaints, questions, needs from line managers, employees
• On a regional level drive and support on site activities e.g. campus closure, holiday parties, all local initiatives, branding, etc.
• Educate and support leaders, managers in their people R&R: appraisals, grievance, absence, H&S, Planning, TA, Briefings, development and trainin