Senior Manager, Talent Acquisition; Retail

As Senior Manager, Retail Talent Acquisition (North America), you will lead the strategy and execution of recruiting for the North America retail fleet and Retail back-office corporate functions. You will build and lead a regionally aligned recruiting model that expands dedicated TA support across store leadership roles, from Assistant Managers through store leadership, while providing strategic recruiting partnership for corporate positions that enable and support the Retail business.

You will work closely with Retail and HR leaders to anticipate workforce needs, strengthen leadership pipelines, and deliver hiring support for new store openings, expansions, remodels, relocations, peak periods, and other priority business needs. This role is accountable for translating retail growth plans into scalable talent strategies that improve hiring outcomes, reduce administrative burden on store leaders, and allow leaders to spend more time focused on customers, teams, and selling.

• Lead the Retail Talent Acquisition strategy across the North America retail fleet and Retail back-office corporate function, aligning recruiting priorities with business growth, workforce plans, and performance needs.
• Build strong partnerships with Retail HR, Regional Directors, District Managers, and field leadership to understand regional talent needs, hiring risks, and emerging capability gaps.
• Lead, coach, and develop a regionally aligned team of recruiters responsible for full-cycle recruitment across store management and leadership roles.
• Establish clear recruiter scope, regional coverage, service expectations, and escalation paths to ensure consistent and sustainable support across the fleet.
• Oversee end-to-end recruitment for store supervisors, store leaders, and other priority retail roles, ensuring a high-quality candidate and hiring manager experience.
• Lead full-cycle recruiting support for Retail back-office corporate positions, partnering with functional leaders and HR to define talent needs and deliver effective hiring strategies.
• Provide direct recruiting support for select senior, complex, or business-critical retail searches as needed.
• Lead talent planning and recruitment readiness for new store openings, expansions, remodels, relocations, seasonal peaks, and market-specific hiring demands.
• Build proactive pipeline strategy for recurring and critical retail roles through direct sourcing, internal mobility, referrals, community partnerships, hiring events, and targeted outreach.
• Use recruiting data, labor market insights, talent availability, and business demand to identify risks, shape recruiting strategies, and influence workforce decisions.
• Monitor recruiting capacity, hiring volume, pipeline health, time to hire, quality, and experience metrics to ensure resources remain aligned to business demand.
• Strengthen selection quality through clear role profiles, structured assessments, consistent interview practices, and coaching for hiring leaders.
• Improve and standardize Retail TA processes, tools, communications, and ways of working while maintaining flexibility for regional and local market needs.
• Partner across Talent Acquisition and the broader Talent organization to connect retail hiring with internal mobility, early career, succession, and long-term leadership pipeline strategies.
• Champion adidas as an employer of choice and ensure the employer value proposition is consistently reflected across candidate outreach and hiring experiences.
• Ensure recruiting practices comply with company policies, labor requirements, and global and local Talent Acquisition standards.
• Lead change with clarity and accountability, translating strategy into clear priorities and measurable outcomes for the team.

• Strong knowledge of scalable recruiting models, proactive sourcing, workforce planning, and high-volume or multi-location hiring.
• Demonstrated ability to influence senior leaders and translate business priorities into practical talent strategies.
• Strong people leadership, coaching, and performance management capabilities with a focus on accountability and development.
• Ability to use recruiting metrics, labor market data, and business insights to identify trends, make decisions, and recommend action.
• Strong operational judgment with the ability to balance service, speed, quality, recruiter capacity, and candidate experience.
• Experience leading change, improving processes, and implementing consistent ways of working…