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Recruitment Partner - Early Careers Latin America

Adidas

PURPOSE

In this role, you will be responsible leading the entire recruitment process and closely partnering with HR, Business and Recruiting colleagues of Latin America (Chile, Colombia, Peru, Mexico, Argentina, Brazil and Panama) in order identify, to qualify and attract the best talent for our early careers programs (interns, trainees and similar).

As Recruiting Partner, 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 deliver an exceptional candidate experience and recruitment services.

Your business acumen, passion for recruiting and a genuine commitment to thinking outside of the box are core skills needed in this role.

In your role, you will partner closely with the business to develop recruiting strategies and act as an expert recruiting partner to HR and business in Latin America.

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, proactive outreach and passive candidates.

KEY RESPONSIBILITIES

  • Oversee and manage average workload of 25 requisitions at one time.
  • 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.
  • Leverage relevant advertising resources and apply other relevant candidate marketing strategies to create local, regional and global awareness in order to attract qualified applications for our early careers programs.
  • 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.
  • Screening resumes and conducting initial phone screens to assess qualifications as well as suitability for role, followed by in-depth interviews evaluating skills, experience and culture add.
  • Build, engage and maintain pre-qualified as well as prospective candidate pools of strong former candidates and new candidates within the functional area that you support.
  • Partner with recruiting and sourcing colleagues to share candidates and jobs to encourage a collaborative hiring process.
  • 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 teams 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.
  • Effectively utilize comprehensive knowledge of adidas brand and adidas Group offerings, benefits, comp strategies, and programs to market adidas and the adidas Group as an Employer of Choice.
  • Lead additional recruitment initiatives as needed.
  • 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.
  • Utilize recruitment systems effectively following key standards, documenting key actions, recommending improvements and ensuring all data is accurate for reporting purposes.
  • Apply and adapt broader talent acquisition strategies (employer branding, internal recruiting, diversity, etc.)
  • Act as a key point of contact to support the implementation of global initiatives within your designated function or market.
  • Ensure TA KPIs are met: 50 days time to offer accepted, no more than 10% of roles open for >90 days, new hire turnover lower vs all employee turnover, 45% internal hiring, >40% of placements across all levels are gender diverse, 95% of the roles will have a diverse slate, 95% of the roles will have diverse interview panel, HM interview vs offer ration 5:1, for managerial positions minimum 20 proactive outreaches to candidates.
  • Guarantee government mandatory intern quotas are met on time for those countries where applicable.

IDEAL EXPERIENCE

  • Minimum of 4-6 years’ experience in international/global recruiting, leading local, international and global recruitment mandates for all level candidates through a broad range of sourcing channels (including proactive outreach).
  • Demonstrated track record of driving end2end, holistic recruitment mandates for early careers programs (interns, trainees or similar).
  • Previous experience as people manager, leading teams and enabling a high performing environment which empowers, motivates, develops and inspires.
  • Previous experience working with Colombia SENA mandatory quota is preferred.
  • Previous experience working with Brazil mandatory interns quota is preferred.
  • Experienced working in large, international/global matrix company
  • Experienced in offer negotiation, awareness of local legislation and employment market/compensation trends.
  • International experience, having worked on projects in multiple geographies
  • Knowledgeable about managing diversity & inclusion from talent acquisition perspective.
  • Min BA degree in HR, Business or related studies
  • Strong written and verbal communication skills in English.

KEY CRITICAL COMPETENCIES AND CAPABILITIES

Foundational:

  • Self leadership : continuously develop self to stay up to date on industry trends, 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 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.

Role Specific Capabilities:

  • 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. 
  • Candidate development: Candidate centric mindset, decisions inspired by how we can impact the experience positively in every touchpoint.
  • Drive change and transformation: Embrace change and transformation, able to problem solve and bring new ideas to improve.

Leadership:

  • Lead and develop others: Lead (remote) teams, create a high performing environment which empowers, motivates, develops and inspires.
  • Credibility, Collaborate & Influence: Expertise and credibility in area, able to work with and influence effectively stakeholders, builds strong relationships and partnerships cross functionally/regionally.
  • Strategic thinking: Thinks forward, plans ahead, has an international awareness that allows to anticipate trends and developments that impact area. Able to connect the dots. Creates clarity and translate operational objectives into clear plan for the team.
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Confirmed 3 hours ago. Posted 30+ days ago.

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