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’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-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.

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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 & Qualifications

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

Workforce Planning (20%)

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)

Business Partnering & Manager Support (25%)

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

HR Operations & Employee Relations (20%)

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

Employee Experience, Learning and Development & Culture (10%)

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

Qualification requirements

Skills Necessary to Perform Role:

High level of discretion and confidentiality.
Strong understanding of HR business processes and adjacent areas such as labor law, tax and finance, project management methodologies, best practices, and leading HR teams.
Analytical approach with strong attention to detail and continuous improvement mindset.
Excellent communication skills and ability to establish strong interpersonal and communication skills; able to build relationships across all levels.
Proven cross-functional collaboration experience ideally for global organizations across different regions.

Required Skills:

Proficient in productivity and collaboration tools including Microsoft Office Suite (i.e., Excel, PowerPoint, Word), Atlassian JIRA, and Confluence.
Strong knowledge and experience in change management processes and programs.
Operational experience in an HR functional area (i.e. HRBP, Total Comp, or Employee Relations).
In-depth and practical knowledge of US federal and state specific labor and employment laws, including California.
Experience developing performance metrics derived from business strategies.
Experience in organizational design and/or transformation activities.
Technical acumen & HR/IT knowledge.
Proven success leading large-scale HR/HRIS projects including process design and/or re-engineering.
Skilled in partnering with senior HR and business leadership to identify HR technology solutions focused on improving business performance

Desired Skills:

Experience with SAP/SuccessFactors implementation (or comparable HCM system).
Experience in start-up or scale-up environments is highly desirable, reflecting agility, entrepreneurial thinking, and the ability to build HR infrastructure in dynamic, fast-evolving contexts.
Experience navigating and contributing within matrixed and/or international corporate environments, collaborating effectively across diverse teams and geographies.
German language skills advantageous but not required.

Work Flexibility:

Accommodation for working time zone differences between international locations as needed
Travel is estimated to be 10%.
May require flexibility with core working hours to support cross-regional collaboration, including early engagements with Europe and evening coordination with the U.S. West Coast

Requirements & Compensation Data

Years of Relevant Experience:

Minimum years of relevant experience needed to perform the job

10+ years of experience in Human Resources (HR) within automotive & mobility, or software & technology sectors. A combination of 5–7 years in HR consulting (e.g., human capital, organizational transformation) or 7-–10 years in industry is also considered highly relevant.
At least 6 years in managerial roles involving operational or Human Resources Information Technology (HRIT) oversight.
Experience leading business transformation projects including HR process improvement and change management.

Education

Bachelor’s degree in Business Administration, Organizational Development, Information Technology or related field
Master’s degree
Certified Professional in HR (SPHR/PHR, SHRM-SCP/CP) or Global Professional in HR (GPHR)

In Silicon Valley (California), the salary range for this role will be $155,000 - $170,000, depending on education and years of relevant experience. Salary is determined by geographical location and adjusted accordingly. Other benefits for this position include:

Eligibility for annual performance bonus
Healthcare benefits
401(k), with company match
Defined contribution retirement program.
Tuition reimbursement
Company lease car program
Paid time off

Competencies

Act as an owner

Be a pioneer

Excite customer

Grow personally

Live integrity & compliance

Live passion

Perform together

Think ahead

ADMT is an Equal Opportunity Employer. We welcome and encourage applicants from all backgrounds, and do not discriminate based on race, sex, age, disability, sexual orientation, national origin, religion, color, gender identity/expression, marital status, veteran status, or any other characteristics protected by applicable laws.

This role description is a guideline and does not create contractual rights between the Company and any of its applicants. The Company does not enter into any type of employment contract, implied or written, with its applicants regarding job security.

This Organization participates in E-Verify. We maintain a drug free workplace and perform pre-employment substance abuse testing.

Volkswagen of America, Inc

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