1. Establish a local human resources management system in Germany, formulate and implement HR strategies, organizational structures, institutional processes and compliance governance mechanisms applicable to the German market, and support the steady expansion of the company's business in Germany;
2. Decompose and localize the headquarters HR policy and culture concept, and translate the core elements of the headquarters talent strategy, employer brand, performance management, employee experience, etc., into local implementation programs and operation manuals in line with German labor laws, cultural habits, and industry practices;
3. Build and manage the local recruitment and talent development system, lead German omni-channel recruitment (including key positions such as technology, service, and operations), establish an efficient talent selection mechanism, design onboarding training, leadership development, and succession plans, and build high-performance teams;
4. Build a compliant and efficient employee relationship and compensation and benefits system to ensure that all HR practices meet the requirements of German Labor Law, Collective Agreement, Data Protection Law (GDPR) and other regulations; design a market-competitive compensation structure, benefit plan and flexible employment model;
5. Provide HR system, process and business support, lead the deployment and optimization of HRIS (such as SAP SuccessFactors, Workday, etc.) in Germany, and promote digital personnel management; provide organizational diagnosis, planning, and change support to business departments;
6. Promote cross-cultural integration and headquarters collaboration, serve as a bridge for Sino-German HR communication, and promote the effective alignment of values, management methods and decision-making processes between headquarters and the German team; regularly organize cross-cultural training and two-way communication mechanisms;
7. Build local HR Ecological Cooperation Network establishes strategic cooperation with local universities, vocational training institutions, headhunters, trade unions, social security institutions and legal advisors in Germany to consolidate the talent supply chain and compliance support system.
1. Bachelor's degree or above, human resource management, business management, psychology or related majors are preferred; HR professional qualifications recognized by Germany (such as Personaler IHK) are preferred;
2. At least 5 years of full module management experience in HR for multinational enterprises, including at least 3 years of working experience in Germany or the German-speaking region;
3. HR experience in the automotive industry, high-end manufacturing or new energy is preferred;
4. Successful cases of close collaboration with China headquarters to promote the implementation of global HR localization are preferred;
5. Proficiency in German mother tongue, fluent in English (can write HR policies, host multinational meetings, and connect with the headquarters HR team); significant additional points for those with Chinese, English, and German trilingual skills.
6. Proficient in German labor laws and regulations, social security system, collective bargaining mechanism and employee representative system (Betriebsrat);
7. Familiar with HR full life cycle management, including recruitment, performance, compensation, employee relations, organizational development, etc.;
8. Proficient in using mainstream HRIS systems (such as SAP SuccessFactors, Workday, Personio, etc.);
9. Have the ability to drive HR decision-making through data such as employee engagement (eNPS), turnover rate, and per capita performance;
10. Excellent cross-cultural communication skills, project driving force and compliance risk awareness.