Sr HR Business Partner

Overview

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-to-end integration, fleet operations to next-generation self-driving systems. Being the driver in Volkswagen Group initiative for mobility solutions, we’re an integral part of Volkswagen Group's future success.

Brief Role Description

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-to-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.

LOCAL CANDIDATES STRONGLY PREFERRED

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.

• 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

• Define employer branding, strategy and onboarding process in collaboration with the Recruiting team
• Partner with managers on workforce planning, org structure changes, and headcount forecasting
• Support recruiting efforts by ensuring timely approvals and alignment with hiring goals
• Coordinate with the Recruiting team to attract and hire qualified, diverse candidates
• Design and implement onboarding programs and facilitate onboarding, personnel announcements, and relocation assignments (including global assignees)

• Act as a trusted HR advisor to leadership within supported business units
• Coach managers on leadership, feedback, and team development
• Support management and teams through rapid change, including restructuring, pivots, and communicate transparently and empathetically during transitions.
• Define and guide performance management processes, including coaching, disciplinary actions, and investigations
• Design and implement compensation and benefits structure and advise on job evaluations, market equity reviews, and pay adjustments
• Support annual processes such as performance reviews, merit increases, and bonus planning

• Serve as the main point of contact for employee inquiries on policies, benefits, payroll, and leave
• Act as a trusted advisor for employees and managers on conflict resolution and workplace issues
• Manage Leaves of Absences and Accommodations
• Promote and support usage of HR self-service tools and internal resources
• Maintain accurate employee records, ensure organizational charts and HR data are up to date
• Collaborate with Legal on complex employee relations issues and separations
• Collaborate on cross-functional HR projects and continuous improvement initiatives

• Coordinate local training efforts and support identification of development needs
• Drive initiatives that foster diversity, equity, wellness, and inclusion
• Monitor employee engagement and lead local action planning efforts
• Support internal branding, culture-building, and community engagement activities
• Promote a positive and engaging employee experience through local programs and event