HR Generalist II

Company Description

Continental’s Automotive group sector is expected to be listed as independent company “AUMOVIO” in September 2025. With ~93,000 employees worldwide and annual sales of ~€20 billion, we are entering an exciting new era.

AUMOVIO stands for highly developed electronic products and modern mobility solutions. In addition to its strong market position with innovative sensor solutions, displays, and technologically leading braking and comfort systems, AUMOVIO has significant expertise in software, architecture platforms and assistance systems for the rapidly growing future market of software-defined and autonomous vehicles. Our purpose is clear: to make future mobility safe, exciting, connected, and autonomous.

Job Description

HOW YOU WILL MAKE AN IMPACT

The HR Generalist II is the point of contact for all HR topics (which are not covered by Shared Services) within his/her area of responsibility for managers and employees. By providing HR advice, the HR Generalist creates a trust building partnership with his/her internal customers, develops solutions, plans and executes the implementation in order to ensure high quality HR work. This roles serves as the main point of contact in HR for Engagement & Retention management, Training & Competency management, Health & Wellness Management.

Strategic Partner

• Guides employees and supervisors in HR related matters (supports in decision making and acts as consultant), leading them to the right point of contact and promotes the full portfolio of HR related services (e.g. payroll, data administration, recruiting
• Consults with Centers of Expertise (CoE) regarding the full portfolio of HR related processes (e.g. Compensation & Benefits) and address business needs in direction of CoE
• Ensures consistent application and compliance of defined HR Policies, Programs and Procedures
• Actively identifies gaps, proposes and implements changes necessary to cover risks
• Maintains the collaboration with all the stakeholders in line with the Balance of Cooperation (e.g. BU HR) 
• Supports (business) change projects in his/her area of responsibility together with management of respective organizational units and internal/external experts (if applicable)
• Supports implementation of new HR related services, systems & processes (from Shared Services and CoE's) into assigned organization
• Participates, lead, and implements HR projects in the assigned area of responsibility
• Participates in other business projects, representing with general HR knowledge to achieve the project deliverables
• Acts as a role models of our company values and culture 

Reporting

'• Continuously evaluates performance according defined Key Performance Indicators (KPIs) and Operating Figures; Summarizes and completes reporting within the local organization and publishes reporting results

HR Administration & Service

'• Train HR personnel for all areas of responsibility within HR field
• Ensures effective HR processes by collaborating with HR Operations regarding the full portfolio of HR related services (e.g. payroll, HR data)
• Ensures employee data accuracy 
• Ensures data availability and quality of the audit/compliance related records (i.e. record of compensation decisions, training certificates, exit interviews)
• Monitors time management, ensures legal compliance and trigger actions if needed due to labor requirements 
• Takes over administrative tasks if it comes to customization and deviations from the standard
• Responsible of the coordination of the local general services to the employees (transportation, canteen, social security, engagement and motivation activities, etc.) 
• Interacts with customers via telephone, e-mail, or via mail to resolve open issues and provide assistance in the completion of standardized HR transactions
• Utilizes knowledge base information to answer customer inquiries
• Maintains (electronic) personnel records; researches data to verify employment and salary records
• Maintains data in HR system for payroll, organizational management, recruiting, GHR, etc.
• Ensures that service delivery complies with all legal, regulatory and compliance requirements             
• Collects and provides change requests and submits to Center of Excellence (CoE) 
• Supports and mediates plantwide People and Culture team initiatives, budgeting, and planning processes 

Talent Acquision and Employer Branding
'• Leads and supports execution of hiring and selection process for area of responsibility
'• Employer Branding / HR communications 
• Promoting company’s reputation as most attractive and progressive employer (e.g. University relations, Students/Job fairs)