Purpose & Overall Relevance for the Organization:
The Senior Manager Talent Management- Succession will oversee and enhance the approach at adidas to identifying, developing, and promoting internal talent to ensure a robust leadership pipeline. This role involves collaborating with HR and other stakeholders to design and implement effective succession strategies, tools, and processes. The Senior Manager Talent Management- Succession is responsible for ensuring a data-driven approach, monitoring key performance indicators, and managing the composition of leadership groups. Additionally, they play a crucial role in aligning succession management with broader talent practices, such as development programs and executive hiring.
Key Responsibilities:
- Support the design and improvement of the Global Succession Management approach, strategy, processes, framework and tools
- Ensure the sound execution of succession activities in all markets and functions through close collaboration with stakeholders, especially HR Business Partners and Talent Partners
- Deliver communication documents and presentations to inform and guide key stakeholders in executing the succession approach whilst thinking with the mind of our end customers, our employees and line managers at adidas
- Act as a partner to market and function representatives to seek out and implement improvement suggestions into the global succession approach
- Drive a data-driven approach for succession and talent management into the organization by ensuring high quality data, analyzing it and presenting it back to key decision makers
- Track performance against core HR KPIs like succession realization and leadership bench strength
- Lead Succession Project Management activities and represent the succession team during projects connected to other Talent teams.
- Oversee the composition of our Leadership Groups CLG/ELG, by managing the group data and nomination process for new members
- By gaining insights from the succession process, support the design of Leadership Development programs (e.g., HIPO)
- Ensure a close interconnection of succession management with other talent practices such as potential identification (TLU), development and Executive hiring
- Establish the concept of Succession Development with HR Busines Partners and Line Managers to ensure that successors receive targeted developmental actions
- Take leadership responsibility for managing and mentoring interns/dual students/trainees in the Succession team
- Contribute to the effectiveness of the broader Leadership Development team by identifying deficiencies in current practices and offering solutions.
Authorities:
- Limited representational authority (i. A.)
- Handlungsvollmacht (i. V.)
Key Relationships:
- Talent Partners
- HR Business Partners
- Talent Leadership Team
- HR Strategy
- Executive and Senior Business Leaders
- HR SLT members
- Other HR Talent functions: Performance Development, Talent Acquisition
Knowledge, Skills and Abilities:
- Ability to think strategically to partner with HR and business leaders.
- Customer focus, understanding of HR, and/or business processes
- Ideally experience in designing and/or executing talent management processes (succession, performance development, potential identification/TLU)
- Project management experience of managing and/or coordinating global projects, ensuring the delivery against milestones and project plans across functions and markets
- Strong interest in and ideally experience with data management & visualization
- Proactive and effective communication
- Natural collaborator
- Strong written and verbal communication skills, including ability to present and sell concepts to senior stakeholders.
- Fluent English, spoken and written
- Familiarity with German/European Works council is a plus
- Highly competent with working with MS-Office skills, in particular PowerPoint and Excel – with a focus on compelling presentations, project management and data reporting/visualization
Requisite Education and Experience / Minimum Qualifications:
- University degree or equivalent in the field of Business Administration, HR, Psychology or related.
- Minimum of 8 years progressive work experience in the field of HR, Leadership Development, Consultancy OR Business Management, in an international organization.
- Qualifications in project management, process excellence or data analytics is an advantage