Senior HR Business Partner (Candidates LOCAL to Belmont strongly preferred)

VW. Two letters. Endless opportunities. A bright future. 

Innovation. Sophistication. Optimization. This is our Passion.

Worldwide, the Volkswagen Group has a long tradition of dramatic innovations. The Volkswagen Group with its headquarters in Wolfsburg is one of the world’s leading automobile manufacturers and the largest carmaker in Europe. The Group comprises twelve brands from seven European countries: Volkswagen Passenger Cars, Audi, SEAT, ŠKODA, Bentley, Bugatti, Lamborghini, Porsche, Ducati, Volkswagen Commercial Vehicles, Scania and MAN. Here in the US, we are blending German engineering with American ingenuity.

As ADMT, we develop and realize fully autonomous mobility and transportation services. Our mission is to make mobility-and transportation-as-a-service safe, accessible and most attractive for society. For that, we cover the entire ground from strategy and business development, software development and end-2-end integration, fleet operations to next-generation self-driving systems. Being the driver in Volkswagen Group initiative for mobility solutions, we are an integral part of Volkswagen Group's future success.

Role Summary

The Senior Human Resources Business Partner (HRBP) will play a key leadership role in shaping and conceptualizing the strategic and operational direction of the Human Resources function. This position evaluates both current and future HR business needs to ensure alignment with organizational goals.

The HR Business Partner will drive impactful HR strategies that foster a high-performance culture, enhance employer brand recognition, and support both company-wide and stakeholder objectives

This HR Business Partner role begins with a strategic focus: building HR processes, policies, tools, and systems during a major organizational transition. As the new structure becomes operational, the role evolves into a hands-on, advisory position, supporting day-to-day HR operations, employee relations, performance management, and business unit alignment. The ideal candidate is a hands-on builder with the strategic foresight to scale a robust HR infrastructure from the ground up.

Role Responsibilities:

Strategic HR Setup & Process Design (25%) Design and implement scalable HR processes, policies, and tools to support a new or transitioning organization, e.g.:

• Lead the rollout and integration of HRIS systems and related workflows
• Establish HR governance frameworks and approval paths
• Create HR policies, Employee Handbook and Reporting processes (e.g. EEO, OSHA)
• Manage outsourcing of HR services, e.g. payroll/staffing
• Define performance management, onboarding, and other HR processes from the ground up
• Ensure alignment with corporate and legal requirements as well as the overarching global strategy

Talent Acquisition & Workforce Planning (20%)

• Define employer branding, recruitment strategy and onboarding process in collaboration with the Recruiting team
• Partner with managers on workforce planning, org structure changes, and headcount forecasting