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$43.5K

$157.5K

$277.5K

How much do vice president stellantis jobs pay per year?

As of Aug 19, 2026, the average yearly pay for vice president stellantis in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

What does a vice president at Stellantis do?

A Vice President at Stellantis is a senior executive responsible for overseeing major divisions or functions within the company, such as sales, product development, or operations. Their primary role involves setting strategic direction, managing teams, driving business growth, and ensuring that departmental goals align with the company’s overall objectives. They often collaborate closely with other executives and report directly to the CEO or other top leadership. The role requires extensive industry experience, leadership skills, and an ability to navigate complex global markets.

What are the key skills and qualifications needed to thrive as a vice president at Stellantis?

To excel as a Vice President at Stellantis, you need extensive leadership experience in the automotive industry, a strong understanding of business strategy, and an advanced degree such as an MBA. Familiarity with automotive manufacturing systems, enterprise resource planning (ERP) tools, and regulatory compliance is typically required. Excellent communication, negotiation, and decision-making skills help drive cross-functional teams and foster stakeholder relationships. These competencies are crucial for steering organizational growth, ensuring operational excellence, and maintaining Stellantis's competitive edge in a dynamic global market.

What are some common challenges faced by a vice president at Stellantis, and how can they be effectively managed?

As a Vice President at Stellantis, you can expect to navigate complex global operations, coordinate with cross-functional teams, and manage change in a fast-evolving automotive market. Balancing strategic objectives with operational execution is a frequent challenge, particularly as the company adapts to industry shifts like electrification and digitalization. Effective VPs leverage strong leadership, communication, and problem-solving skills to align teams and drive projects forward while remaining responsive to market trends and corporate goals. Building solid relationships across departments and fostering a culture of innovation are key to success in this role.

What is the difference between Vice President Stellantis vs Director of Automotive Operations?

AspectVice President StellantisDirector of Automotive Operations
CredentialsAdvanced degree in Business, Engineering, or related field; extensive industry experienceBachelor's or Master's in Business or Engineering; significant industry experience
Work EnvironmentExecutive leadership, strategic planning, cross-departmental oversightOperational management, process improvement, team supervision
Employer & Industry UsageAutomotive manufacturing, corporate strategy at StellantisAutomotive manufacturing, operations management in automotive companies

The Vice President Stellantis typically holds a higher strategic and leadership role, focusing on corporate-wide initiatives, while the Director of Automotive Operations concentrates on managing daily operations and process improvements within the automotive manufacturing sector.

Does Vice President Stellantis pay well?

The Vice President role at Stellantis typically offers a high salary that reflects senior executive responsibilities, often including bonuses and stock options. Compensation varies based on experience, location, and company performance, but executive-level positions generally provide competitive pay within the automotive industry.

What cities are hiring for Vice President Stellantis jobs?

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What are the most commonly searched types of Stellantis jobs?

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What states have the most Vice President Stellantis jobs?

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What job categories do people searching Vice President Stellantis jobs look for?

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Vice President Stellantis jobs near you
Infographic showing various Vice President Stellantis job openings in the United States as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $157,532 per year, or $75.7 per hour.

Director, Employee & Labor Relations

Stellantis

Auburn Hills, MI • On-site

Full-time

Posted 24 days ago

Stellantis rating

7.5

Company rating: 7.5 out of 10

Based on 131 frontline employees who took The Breakroom Quiz

14th of 44 rated automakers

Job description

The Director, Employee & Labor Relations is responsible for advancing the Company's business objectives through effective labor strategy, disciplined execution, and stronger organizational capability, working cross-functionally to align labor solutions with operational, contractual, and long-term business requirements.
The role combines deep labor relations expertise with leadership of complex, business-critical initiatives, including collective bargaining preparation, local bargaining coordination, bargaining subcommittee leadership, Skilled Trades, apprenticeship, New Technology, organizational training, modernization, and enterprise labor projects.
The Director serves as a critical support mechanism to the Vice Presidents of Employee & Labor Relations by translating priorities into coordinated action, aligning stakeholders and resources, surfacing execution risks, and maintaining progress despite competing operational demands. The successful candidate will bring significant collective bargaining experience, strong business judgment, executive presence, and the ability to influence and execute across a large, complex, highly unionized organization.
Primary Responsibilities
Employee & Labor Relations Leadership
  • Develop and execute labor and employee relations priorities aligned with business objectives, workforce requirements, and operational needs.
  • Identify labor-related barriers to business execution and lead cross-functional efforts to develop practical, sustainable solutions.
  • Partner with the Vice Presidents of Employee & Labor Relations to establish priorities, sequence major initiatives, and align resources to the Company's highest-value business objectives.
  • Balance immediate operational demands with longer-term organizational priorities to sustain progress on enterprise labor initiatives.

Collective Bargaining & Labor Programs
  • Provide strategic leadership and oversight for Skilled Trades, apprenticeship programs, New Technology, collective bargaining with trade unions, and other designated labor initiatives, ensuring consistent governance, business alignment, and effective execution.
  • Support the development and execution of collective bargaining strategies aligned with the Company's business objectives.
  • Coordinate national collective bargaining preparation, including project planning, issue development, proposal tracking, stakeholder alignment, training, executive materials, and bargaining readiness.
  • Lead the coordination and oversight of local contract collective bargaining activities to ensure consistent governance, disciplined execution, and alignment with national bargaining strategy.
  • Lead assigned bargaining subcommittees or workstreams and participate as a member of the national bargaining team.
  • Support the negotiation of Memorandums of Understanding, side letters, and other agreements tied to operational change, technology, workforce transformation, and enterprise priorities.
  • Manage internal investigations of fraud and misconduct and coordinate discipline policy and administration.

Organizational Capability & Modernization
  • Drive training and development initiatives that enhance organizational capability and strengthen core labor and employee relations skills.
  • Lead process improvement, analytics, knowledge management, data governance, and AI-enabled initiatives that improve the effectiveness and scalability of the function.
  • Translate modernization priorities into clear project plans, milestones, ownership, decision points, and measurable outcomes.
  • Promote continuous improvement, simplification, and greater consistency across the Employee & Labor Relations organization.

Enterprise Execution & Leadership Support
  • Lead complex labor relations projects from concept through execution, driving accountability, removing barriers, resolving critical issues, and ensuring timely delivery of priority initiatives.
  • Serve as the integration point for U.S. LR/ER initiatives, ensuring business objectives, contractual obligations, stakeholder expectations, and execution activities remain aligned.
  • Establish reporting, governance, and executive-review routines that provide visibility into progress, risks, dependencies, business impact, and required decisions.
  • Prepare executive presentations, recommendations, decision materials, and status updates for senior leadership and governance forums.
  • Maintain focus and follow-through on major organizational priorities in support of the Vice Presidents of Employee & Labor Relations.

Qualifications
  • Bachelor's degree required; JD or Masters degree preferred.
  • Minimum of 10-15 years of progressive labor and employee relations experience in a large, complex, unionized environment.
  • Significant experience in collective bargaining (1st chair), negotiations preparation, local bargaining, and labor contract administration.
  • Demonstrated success leading major labor initiatives, organizational transformation, and complex cross-functional projects in a matrixed organization.
  • Strong understanding of manufacturing operations, workforce planning, labor economics, and business strategy.
  • Experience building organizational capability through training, processes, governance, tools, and leadership development.
  • Strong executive communication, negotiation, influence, and stakeholder-management capability.

Preferred Qualifications
  • Experience in automotive, manufacturing, industrial, transportation, logistics, or another heavily unionized operating environment.
  • Experience serving as first-chair negotiator in collective bargaining, including multi-site or national negotiations, and leading bargaining subcommittees or negotiations workstreams.
  • Experience with Skilled Trades, apprenticeship programs, New Technology obligations, IUOE, or other specialized labor programs.
  • Experience with data analytics, process improvement, knowledge management, AI-enabled tools, or technology-driven labor transformation.
  • Demonstrated ability to advise senior executives and convert strategic direction into disciplined organizational execution.

Measures of Success
  • Accelerates execution of the Employee & Labor Relations agenda and removes barriers to business performance.
  • Improves national and local bargaining readiness, consistency, and governance.
  • Advances enterprise labor initiatives from planning through implementation.
  • Strengthens organizational capability, succession depth, and bargaining bench strength.
  • Improves cross-functional alignment, executive visibility, and decision-making.
  • Builds scalable processes, tools, governance, and technology that increase the effectiveness of the Employee & Labor Relations organization.

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