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Support business as HR Partner (Be na active member of the leadership team, taking part of the strategic decisions which HR must support for successful achievements in the BU).
Analyze mid to long term supply, demand and identify gaps.
Analyze external environment (e.g. job market, technology, demographic development) and internal factors (e.g. fluctuation, age distribution) to discuss and define future workforce requirements (quantitative & qualitative) for Continental or certain businesses
Propose and simulate actions to address future workforce challenges.
Perform all activities to advertise job opportunities (e.g. intake / briefing meeting) and to source for candidates (job postings, database mining, HRD Pools, Candidate Relationship Management (CRM) Pools)
Define and promote retention management manual / process.
Develop, implement and monitor retention programs.
Support and counsel employees in legal and personal aspects (e.g. counseling employees / supervisors on legal issues and employee assistance programs).
Define a standard application / applicant management process and minimum standards for Continental.
Perform all activities to handle candidates through the process to fill a vacant position (operational applicant management activities : e.g. Communication and Status
Updates, Screening, Interviews / Selection, Offers, Rejections) within the Global Recruiting Standards
Administer operational exit / outplacement activities (e.g. managing the exit / outplacement process, exit interviews); excludes activities to terminate employment, e.
g. performance management, retirement, etc.
Coordinate the required information and work together with the HR BU Heads in Germany.
Lead TLM Conference of the BU of responsibility in the location.
Define and track measures for development of the BU of responsibility in the location.
Lead Basics live implementation in you area of responsibilities and develop action plan together with costumers.
Do the debriefing of the 360o of the BU of responsibility in the location.
Address legal and companion issues.
Support the Performance Management cycle (deriving development needs).
Support managers with performance management (process).
Define career path profiles incl. generic job profiles.
Identify critical succession roles, nominating candidates and measuring candidate readiness.
Manage and implement succession plans.
Provide nomination for Assessment Center AC.
Coordinate BIG SIX Radar - 360 feedback.
Provide Nomination for Development Center for Orientation - DCFO.
Provide Development planning.
Support the HRD Conference.
Support Succession Management.
Design, implement and administer feedback management programs (e.g., employee surveys).
Assume responsibility for negotiations and agreements with Work Groups on pre-defined standard set up for employee surveys.
Develop and implement initiatives / programs to build and foster Continental’s corporate culture.
Develop and implement initiatives / programs to promote diversity.
Assume responsibility for a HR technical area.
Academic degree :
Business or people administration preferable
Project experience preferable
People management experience preferable
International experience preferable
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 2020, Continental generated sales of €37.7 billion and currently employs around 233,000 people in 58 countries and markets.
In 2021, the company celebrates its 150th anniversary.
The ContiTech business area focuses on smart and sustainable solutions beyond rubber and develops digital and intelligent solutions in future-oriented sectors.
In doing so, ContiTech draws on its long-standing knowledge of the industry and materials to open up new business opportunities by combining various materials with electronic components and individual services.
The products, systems and solutions developed by ContiTech are used both in the automotive industry as well as in railway engineering, machine and plant construction, mining, agriculture and other important sectors of the future.
Continental-Caoutchouc- & Gutta-Percha-Compagnie was founded in Hanover on October 8, 1871, as a joint stock company.