The future of mobility is changing. What do we contribute to this? Volkswagen produces vehicles in 14 countries and delivers them to customers in more than 150 markets worldwide. Electromobility, smart mobility and digital transformation are our core topics for the future. For many millions of people, Volkswagen is the epitome of mobility – not only today, but also tomorrow. Become part of it and help develop new solutions with your curiosity and ideas. You can expect a diverse team that supports you and with whom you can grow together and develop your potential.
Questions about this position can be answered by Malte Fröhlich at jobs@volkswagen.de
Brief Role Description
Consults and supports business leadership on strategic HR topics, defines and drives the strategic people agenda of the business / function and manages the talent process strategically and in selected events also transactionally.
Possible Tasks within this role
Headcount/workforce planning
* Calculates and checks headcount requests.
* Conducts prioritizing, adjusting, aligning, and consolidating headcount.
* Executes planning, negotiating, and changing working times (incl. collective working times and shift plans).
* Maps employees/positions to global job framework.
* Develops (strategic) workforce plans, measures, scenarios, strategies and future target workforce.
* Ensures and realizes searching for and validating fit of transformation candidates and returning employees for open upper management circle (OMK), management circle (MK) and staff positions and conducts further process steps.
* Manages demand and hiring process for temporary labor.
* Prepares take-over of education program participants (e.g. trainees, apprentices) in regular workforce as well as evaluating and deciding hiring of trainees.
Global assignments and redeployments
* Manages initiating and agreeing on global assignment for employees and searches a new position for the returning employee and executes cost estimation and initiation of approval process.
* Identifies possibilities for and manages in-country transfers (<30 employees) and supports administrating mass redeployments.
Performance, personnel development & succession planning
* Defines and manages Group-wide career frameworks and tools (up to management).
* Owns and is involved in capturing admission and appointment criteria for career paths into management, and their fulfillment in talent profile as well as conducting final assessment.
* Manages administration of appointment into management.
* Manages internal supply and demand (S&D) talent pools, participates in reviewing and confirming talent pool and succession nominations, development actions for successors, and quality of succession/talent pipeline for management positions.
* Executes performing performance review and preparing calibration as well as is responsible for and executes calibrating performance reviews.
Annual Target Direct Compensation (TDC)
* Manages and performs initiation of annual compensation round on fixed pay and quality checking worksheets for staff/tariff employees.
* Manages and executes controlling, finalization and approval of compensation / TDC worksheets for OMK and MK managers and of fixed pay plans for staff/tariff employees.
HR operations (to OMK)
* Performs exit interviews with employees.
* Owns and executes dealing with instances of absenteeism in line with company policy and legal regulations.
* Initiates and validates cycle salary change requests.
* Ensures and participates in defining scope of partial retirement.
* Supports managers in strategic change processes with people relevance and acts as sparring partner.
* Advises business on future-oriented topics.
* Manages and conducts identifying and advising on transformation potential of individual employees.
* Reports regularly on status of area of competence and meeting of targets to superiors and relevant parties.
Qualification requirements
Bachelor or Master of Arts in Human Ressources or a comparable area of study
At least 3 Years of Experience in an HR Organozation as a Business Partner
Relevant Soft Skills
* Giving advice (interpersonal)
* Conflict resolution
* Empathy (interpersonal relationship)
* People skills
* Accountability
Relevant Hard Skills regarding...
* Works council work
* Strategic human resource planning
* Employment law
* Training and development
* Strategic planning
* Organizational communication
* Succession planning
* Strategy Competency
* Talent management
* Performance management
* Stakeholder engagement
* Human resource management
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