HR Business Partner - Tech (Focus on Learning & Development) (f/m/x)

As an HR Business Partner - Tech at AUTO1 Group, you'll partner with Tech department stakeholders to create high-performing teams, design and implement training programs, and manage end-to-end People processes. You'll also support management through coaching, feedback cycles, and provide guidance on organizational growth.

To qualify for the HR Business Partner - Tech role at AUTO1 Group, you should hold a Bachelor’s degree in business, psychology, or a related field, along with HR experience in the tech sector. Proven expertise in learning and development, leadership training experience, and strong communication skills are essential.

AUTO1 Group emphasizes development by designing tailored training programs and leadership initiatives that cater to tech professionals. As an HR Business Partner, you will leverage data insights to enhance learning opportunities and drive employee engagement within the Tech department.

Absolutely! The HR Business Partner - Tech position at AUTO1 Group offers full remote work options within Germany, allowing you the flexibility to work from wherever you feel most productive while still participating in team initiatives.

At AUTO1 Group, you'll discover a culture that values openness, direct communication, and diversity. We celebrate every individual regardless of background, and we cultivate an environment that encourages growth, innovation, and collaboration among all employees.

When answering this question, focus on specific strategies such as setting clear expectations, leveraging diverse skills within the team, and applying continuous feedback loops to enhance performance. Sharing an example from past experience can provide strong evidence of your capability.

Your answer should reflect an understanding of how to assess skill gaps through data, consult with stakeholders for input, and utilize various learning formats (like online, workshops, or one-on-one coaching) that resonate with tech professionals to foster engagement and retention.

Illustrate your understanding of strategic alignment by describing your approach to gathering insights from key stakeholders, analyzing metrics, and using those findings to adapt HR strategies that directly support the business goals of the Tech department.

Provide examples of how you have designed and implemented feedback cycles in previous roles. Discuss your approach to maintaining open communication and ensuring that performance evaluations are constructive, fair, and beneficial to employee growth.

Discuss your collaborative approach to resistance, like engaging stakeholders early in the process, clearly communicating the benefits of the initiative, and being open to feedback that can shape its implementation, demonstrating that you value their input.

Mention specific tools like surveys, feedback platforms, or data analytics that you find effective in measuring engagement. Explain how these tools help you identify trends and formulate action plans to enhance employee satisfaction.

Share how you have previously coached leaders within your organization, highlighting your methods for guiding them through HR policies or employee relations issues and how you tailored your coaching to fit different leadership styles.

Highlight the significance of a structured and welcoming onboarding process that integrates new employees into the company culture while providing them with the tools and resources they need to succeed in their roles, enhancing their initial experience.

Illustrate your ability to analyze HR metrics, employee feedback, and performance data to identify areas for improvement, shaping your HR strategies based on concrete evidence rather than assumptions.

Articulate your passion for working in a fast-paced, innovative environment and your desire to contribute to developing talent in a sector that continually evolves, discussing how your background has equipped you for this specialization.