Additionalinformation

Additional Information

Companydescription

Company Description

Amer Sports is a sporting goods company with internationally recognized brands including Salomon, Arc’teryx, Peak Performance, Atomic and Wilson.

“The Mountain Sport Company”, Salomon was born in 1947 in the heart of the French Alps and the birthplace of modern alpinism. Salomon’s commitment to innovative design and passion for mountain sports created a vast range of revolutionary new concepts in bindings, boots, skis and apparel for both Alpine and Nordic skiing and brought innovative solutions to footwear, apparel and equipment for snowboarding, adventure racing, mountaineering, hiking, trail running, and many other sports.

Through performance driven design, Salomon delivers innovation and progression to mountain sports; converting new ideas into action and expanding the limits of possibility. Salomon’s heritage, culture, and commitment are tied together by one simple concept: the world’s leading mountain people creating the world’s leading mountain products. Salomon is responsibly committed towards the outdoor through its sustainability program. Diversity is one of Salomon’s five values, therefore we are committed to creating an inclusive environment for all.

Salomon is headquartered in Annecy, France.

Jobdescription

Job Description

OVERVIEW

The Talent Acquisition Partner is the end-to-end owner of recruitment for assigned home office and retail roles across North America, with the ability to recruit and assess talent across a broad range of experience levels, from entry level through senior leadership across North America, with a primary focus on our Ogden, UT and NYC offices and our growing retail portfolio. This role is accountable for delivering high-quality talent through proactive sourcing, rigorous assessment, and hands-on partnership with hiring managers.

As a visible ambassador of the Salomon brand, the Talent Acquisition Partner embodies our culture, values, and passion for the outdoor and retail industries in every candidate and stakeholder interaction. While partnering closely with the Global Recruitment team on strategy, tools, and resources, this role holds full local ownership and accountability for recruitment execution and outcomes.

WHAT MAKES THIS A GREAT PLACE TO WORK & PLAY:

• Hybrid work schedule

• A generous PTO policy, plus 15 paid annual holidays and 3 floating holidays

• Half-day Fridays for 5 months of the year

• An exceptional employee discount on all our products and sister brands (Arc’teryx, Armada, Atomic, Wilson)

• Healthy Lifestyle Benefit designed to support your well-being and active lifestyle

• Opportunities to engage in the community and with industry partners

ESSENTIAL DUTIES & RESPONSIBILITIES

To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily:

Recruitment Ownership & Scope:

• Own and execute the full recruitment lifecycle end-to-end for assigned roles, with full accountability for quality of hire, time to fill, and candidate experience.

• Lead recruitment for senior level and specialized roles across corporate, outdoor industry, and retail functions.

• Own recruitment delivery for roles based in Ogden, UT and NYC, as well as the emerging retail portfolio across North America.

• Partner with the HRBP – Retail on retail hiring strategy while retaining full ownership of execution, including store openings, high volume hiring, turnover management, and hiring blitzes.

• Provide regular recruitment updates to the Director of People & Culture, including progress on open roles, hiring challenges, and recommendations to support timely hiring decisions

• Plan and deliver scalable hiring solutions to support new store openings and periods of peak hiring demand.

Recruitment Process Management:

• Lead the recruitment process from role intake through final candidate selection and offer acceptance.

• Conduct deep role intake sessions to build a strong understanding of business needs, success profiles, and cultural fit.

• Analyze hiring needs with managers and co-define sourcing strategies aligned to business priorities.

• Write compelling job briefs and advertisements that reflect both role requirements and the Salomon employer brand.

• Coordinate and execute candidate assessment activities (CV screening, interviews, business cases, reference checks).

• Personally assess senior level candidates and provide clear, data driven hiring recommendations.

Stakeholder Collaboration:

• Build strong, trusted partnerships with hiring managers and HRBPs through hands-on, consultative engagement.

• Act as a talent advisor to hiring managers, challenging assumptions and guiding hiring decisions using market insight, candidate data, and assessment outcomes.

• Demonstrate a high level of ownership in supporting hiring managers through the process, including preparation, interview quality, and timely decision making.

• Support hiring managers in developing strong selection, interviewing, and decision-making capabilities.

• Collaborate with the Global Recruitment team on strategy, tools, and best practices while maintaining full responsibility for local execution.

Vendor & Employer Branding:

• Actively contribute to employer branding initiatives and recruitment related projects.

• Represent Salomon as a brand ambassador, consistently embodying our culture, values, and passion for sport, retail, and the outdoor industry in all interactions.

• Represent the company at career fairs, industry events, and community forums.

Compliance & Reporting:

• Ensure recruitment processes comply with employment laws and regulations.

• Maintain accurate activity reports and data quality.

Continuous Improvement:

• Contribute to recruitment strategy development and improvement projects.

• Independently manage sourcing and pre-selection activities.

SUCCESS IN THIS ROLE LOOKS LIKE:

• Hiring managers view you as a trusted advisor and true partner in building their teams.

• Senior level and retail hires consistently meet both performance and cultural expectations.

• Retail hiring scales smoothly for new store openings and periods of high demand.

• Candidates describe a high touch, values driven experience that reflects the Salomon brand.

• Recruitment processes are owned end-to-end, with clear accountability and continuous improvement.

Qualifications

QUALIFICATIONS, SKILLS, ABILITIES & COMPETENCIES

• Minimum 5 years’ experience in full cycle recruitment, including senior level and specialized roles.

• Demonstrated ability to assess a wide range of roles across corporate, retail, and outdoor or consumer-focused industries.

• Proven experience supporting multilocation hiring and high-volume retail recruitment, including store openings and hiring surges.

• Strong business acumen with the ability to understand diverse role profiles and identify candidates who will thrive within the organization and culture.

• Experience with SmartRecruiters & Linkedin Recruiter is a plus.

• Comfortable operating with a high level of autonomy, ownership, and accountability.

• Passion for sport, outdoor, or retail environments, and the ability to authentically represent the Salomon brand.

PHYSICAL DEMANDS & WORKING ENVIRONMENT

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to travel, talk and hear. The employee is frequently required to sit, stand and walk. The employee must occasionally kneel, stoop, crouch, twist and lift to 30 pounds, with or without accommodations.

Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually moderate, but can involve exposure to varying noise levels, ranging from moderate to loud, as well as flashes of light.