Total 5 job vacancies by Continental

• Provide day-to-day HR operational support including HR documentation, record maintenance, document filing, and process coordination.
• Prepare and maintain accurate audit ready related HR operational reports and dashboards on a weekly, monthly, quarterly, and annual basis
• Ensure training and communication processes comply with internal policies and data privacy requirements.
• Administer HRD Corp-related processes including grant applications, levy utilisation tracking, claims submission, and maintenance of required supporting documents in line with applicable employer guidelines and schemes.
• Coordinate with training providers and internal stakeholders to ensure training programs meet claimability and documentation requirements under relevant HRD Corp processes and allowable cost requirements. 
• Monitor deadlines for grant submissions, claim submissions, documentation updates, and follow-ups to minimise rejected or delayed claims.
• Maintain proper records of approved grants, claims status, levy balance/utilisation, and related correspondence.
• Serve as the point of contact for HRD Corp administrative matters and support internal audits or compliance checks related to training grants and levy-funded programs.
• Provide periodic updates to management on levy utilisation, claim status, approved training budgets, and opportunities to optimise available training support. HRD Corp positions levy-funded training as a way for employers to access training and development support and improve workforce capability.
• Identify opportunities to improve operational efficiency, employee experience, and communication effectiveness.
• Support additional HR operational projects/tasks as assigned.

1. Measure and cut textile pieces from trolley to specification for the pocket maker.
2. Assist the pocket maker with pocket wrapping, hanging, and turn-back operations.
3. Conduct quality checks on textile cuts to ensure they meet specifications.
4. Maintain the pocket station in a clean and organised state, following 5S practices, including lifting and stacking insulation rolls as required.

1. Operate decanting machine to load carbon black and silica in accordance with production systems procedures and quality standards
2. Transport, load, and unload full and empty jumbo bags of carbon black and silica while monitoring material levels
3. Weigh and pack filtered carbon black to specification
4. Follow all safety, environmental, and quality requirements; immediately report unsafe conditions or hazards to supervisor
5. Stop production and escalate to supervisor if unable to meet specifications or quality standards

In your role as Central Key User Finance & Accounting Systems Tires, you work as an interface between our Tires business and IT. You are in close contact with Tires business, Group Functions, the Central Key Users of different modules and our worldwide Tires accounting departments. As member of a global team, you take part and lead international projects and improvement initiatives in a wide range of accounting-related topics.

In this exciting job these are your tasks in detail:

Developing, standardizing, optimizing, and documenting financial reporting processes and structures for the Tires Sector

Ensuring compliance of local SAP FI set-up and processes with Group- (FIRE/ IFRS), legal- and tax reporting requirements

Joining and leading international projects (e. g. mergers, integrations, SAP implementations, Automatic Invoice Verification, S/4 HANA Roll-out…)

Aligning, prioritizing, and approving change requests in cooperation with business and IT departments

Training local key users

Maintaining audit-proof authorization structures in SAP FI

Assuring high quality standards in Tires’ Finance & Accounting processes and reported data

Collaborating with Group Accounting & Reporting, Group Purchasing, Tires Business Areas, Tires Invest Controlling, Cost-, Sales-, Procurement-Systems and other Group Sectors

Role Purpose

Drive business performance by strengthening leadership capability, employee experience, and a high-ownership culture. Design and deliver integrated talent, learning, and culture programs that improve retention, productivity, and readiness for growth and transformation.

Key Responsibilities

▪Develop and Guide through performance management frameworks (for all target groups: new hires, interns, contractual hires, low performers) including TM flow, including goal-setting processes, evaluation methods, and feedback mechanisms, ensuring alignment with tires

▪ Coordinate and oversee the TM Flow, including setting objectives, conducting reviews & check-ins, and facilitating calibration sessions to ensure consistency and fairness

▪Identify development needs through performance data analysis and collaborate with managers to implement training programs, mentorship, and performance improvement plans (PIPs) for underperforming employees

▪Collect and analyze performance data to identify trends, gaps, and areas for improvement. Prepare comprehensive reports to inform strategic decision-making

▪ Work closely with HR Business Partners, department heads, and team leaders to ensure that performance management processes are effectively communicated and integrated across the organization

▪Continuously review and enhance performance management processes, incorporating feedback from stakeholders and staying informed about best practices to ensure effectiveness and efficiency

• Leadership & Manager Development: Design manager essentials (coaching, feedback, performance, engagement), leadership curricula, and practical toolkits; enable leaders to execute consistently. 

• Talent Development & Mobility: Support succession planning, HiPo identification, career frameworks, and internal mobility; build critical capability pathways for priority roles. 

• Learning Strategy & Delivery: Build annual learning plan and academies; curate blended learning (digital + cohort + on-the-job); ensure transfer to performance through reinforcement. 

• Engagement & Employee Listening: Run listening strategy (surveys/pulses/focus groups), convert insights into action plans, and close the loop 

• Measurement & ROI: Track impact and provide executive-ready insights; continuously improve programs based on data and feedback. 

• Stakeholder Partnership: Work with HRBPs, business leaders, and COEs to tailor interventions; manage vendors and learning partners as needed.