HR Manager

THE COMPANY

Continental develops pioneering technologies and services for sustainable and connected mobility of people and their goods. Founded in 1871, the technology company offers safe, efficient, intelligent and affordable solutions for vehicles, machines, traffic and transportation. In 2021, Continental generated sales of €33.8 billion and currently employs more than 190,000 people in 58 countries and markets.

Head of HR Location assists and advises senior management on HR issues and creates a trust based partnership with internal customers developing, planning and executing innovative people strategies.
Contributes as a member of the management team, representing HR to business strategy and operational goal setting to reach location/business objectives and expectations. Ensures effective delivery of HR Operation and Solutions to line management and senior management  by partnering with HR colleagues (Centers of Expertise, Service Centers). Localizes global perspectives and globalizes local perspectives in partnership with the others HR stakeholders (Country, BU, Divisions, Corporate).

Are you ready to shape the future with us? 
 

Strategic Partner:

-Steers and manages Strategic Workforce Planning, HR Planning & Controlling (KPI scorecard, HC structure) and derives appropriate measures (e.g., recruiting, retention, etc.) 
-Participates in HR Reviews & Audits and implements required actions
-Steers, consults and communicates Organizational Changes
-Drives the implementation of Corporate HR Initiatives in the Location (i.e.. Culture development, Diversity)
-Ensures alignment and consistent application of HR processes, policies and resources in area of responsibility
-Ensures compliance to local employment regulations
-Follows up with labor market trends and develops and implements appropriate HR related measures accordingly. 
-Enables human resources training and development and ensures a strong talent base for the organization
-Represents the organization in the local community (i.e. employee representatives, spokesmen committee, local union, HR related legal actions)
-Leads own HR organization which includes setting vision, defining strategy, managing budget, allocating resources, creating global networks, etc.
-Appropriately balances responsibility as both a business and employee advocate
-Ensures the Safety and Health of all employees at the location (Leave it for country adaptation as it depends on the location  structure)

Change Agent:

-Advises and supports management in effective organizations to meet future challenges of the business
-Implements people-related measures to support roll out of change projects 
-Defines and implements HR change projects
-Consults and guides the organization through times of significant changes (e.g. restructuring, fusion) and supports organizational development

Functional Responsibility:

-Ensures proper alignment  with respective Country/Division Centers of Expertise to apply processes and provide solutions/programs in the different process function clusters (i.e.. Recruiting, Employer Branding, TMOD, Learning & Training, Leadership Architecture, Feedback Landscape, Compensation & Benefits) for a successful local implementation, (monitored  with appropriate KPI's, in line with audit requirements).

Employer Branding, Recruiting & Staffing:

-Ensures the successful Employer Branding / HR communications and  Recruiting activities for the location in corporation with the CoE/Shared Services it applicable

Talent & Performance Management:

-Ensures organizational effectiveness at local level by designing and deploying  appropriate measures (e.g.  talent development, reorganization, new organization build-up)

Learning & Training:

-Steers Competency Management, Training Design, Training Delivery, Vocational Training Management (if applicable

Compensation & Benefits:

-Triggers and supervises the annual Salary review respecting Budget/Legal requirements
-Ensures global consistency in job evaluations and market benchmarking for Executives and Senior Executives in collaboration with BU' s & Division HR where applicable
-Seeks for approval of  annual executive merit and variable compensation in collaboration with Division HR (re-assign)

Labor & Employee Relations:

-Manages collective relationship to Union & Employee Representatives, Labor Relations & Legal, Employee Relations according Legal requirements
- Ensures compliance to all relevant regulations

Health:

- Ensures that the working conditions within the area of responsibility respect the health management regulation and well being.
- Acts as an ambassador for health and well being initiatives

Quality:

-Ensures high quality of processes, data management and tools u under local responsibility (e.g. use CBS approach) 
- Ensures accuracy of employee data

Reporting:

- Regular evaluations of performance according defined KPIs
- Reports as required and defined internally and externally
- Performs statutory reporting as required.

HR continuous improvement of processes and IT systems:

-Ensures lean administration of respective processes and policies by using internal or external services 
- Collects feedback and contributes actively to process and system improvement

Leadership:

-Develops own HR Organization and Local HR Talents

Education / Certification: Academic degree or comparable experience

Bilingual, English and Portuguese is a must

Professional Experience: Broad Business Experience ( experienced several HR Roles and  minimum 2 years  experience of: Cross-divisional move or  external company experience or international experience or Corporate or SSC experience/ shop floor experience), with 5 year or more years of working experience in HR 

Project and/or Process Experience: Project leader experience in strategic HR projects. Has experience managing a budget and costs.  Has demonstrated tenacity / persistence (successfully managed a change process, turn around, start up, severe organizational conflict etc.). Experience in HR processes (e.g. staffing, organizational development). People market trends including cultural and political trends.  Local related legal knowledge( e.g. Tax, Labor, Contracts). Understanding of relevant organizational structures, various functions and interfaces, culture, internal networks, politics and history within the organization as well as of key processes and tools (e.g. Project and Change Management Tools, etc. That drive the organization)

Leadership Experience: Has demonstrated ability to work effectively within a matrix organization (influencing without traditional authority). Leadership Experience  (minimum 3 years in leading people). 

Intercultural / International Experience: International experience preferable