The off-highway industry is experiencing a seismic shift. As automation, electrification, and global market demands evolve, technical capabilities are advancing rapidly. But one area is struggling to keep pace: people strategy.
Many companies are still approaching talent, leadership, and team structures with outdated methods. And the cost is high—delayed projects, talent gaps, weak succession pipelines, and low retention.
In this article, we’ll explore the most pressing workforce challenges facing off-highway companies today and how leaders like Jochen Adam-Mueller are helping turn them into strategic advantages.
Why People Are the Real Competitive Edge
You’ve heard the saying: “People are your greatest asset.” But in times of disruption, that saying becomes reality—or a liability.
Technical innovation is only half the equation. Without the right people to execute, lead, and grow, even the most advanced product strategy will stall. Companies that are thriving in this new landscape aren’t just investing in tech. They’re rethinking how they:
- Attract new generations of skilled workers
- Engage and develop their top performers
- Retain knowledge across leadership transitions
- Build global, hybrid teams that deliver
The Off-Highway Industry’s Top People Challenges
After working with OEMs, Tier 1s, and engineering-driven businesses across Europe, North America, and Asia, Jochen Adam-Mueller has identified five persistent talent barriers that are slowing down transformation:
1. Leadership Gaps
As technology evolves, so do leadership requirements. The industry needs more hybrid leaders—those who can navigate both traditional engineering and modern digital innovation.
The solution: Proactive succession planning. By identifying and developing high-potential talent internally, companies can build future-ready leadership pipelines that are agile, innovative, and aligned with the company’s strategic goals.
2. Limited Talent Pools
With labor shortages growing and competition intensifying, many companies are struggling to find the right people—especially locally.
The solution: Embrace global recruitment. Through remote-first strategies and targeted international searches, organizations can tap into top-tier talent from hotspots like Eastern Europe, Southeast Asia, or India—without compromising on quality.
3. Generational Disconnects
Retirements are accelerating. But many companies lack systems for effective knowledge transfer, and they fail to create synergy between veteran expertise and fresh thinking.
The solution: Build cross-generational teams and mentoring programs that prioritize shared learning and cultural integration. This not only protects institutional knowledge but also accelerates onboarding and fosters innovation.
4. Weak Employer Branding
Younger, tech-savvy talent is increasingly mission-driven. If your employer brand doesn’t reflect a forward-thinking culture, it will fail to attract the next generation of engineers, developers, and specialists.
The solution: Position the off-highway industry as a purpose-driven, innovation-focused space. Highlight the impact of your work in areas like AI, electrification, and automation. Shift the narrative from “big machines” to “big missions.”
5. Unstructured Onboarding and Development
Many companies lack scalable onboarding and coaching frameworks. The result? High turnover, low engagement, and a lack of growth paths for top talent.
The solution: Create development journeys that start from day one. Personalized onboarding, coaching programs, and clear career paths help drive long-term retention and build loyalty.
Who Is Jochen Adam-Mueller?
With over 15 years advising engineering-heavy companies through transformation, Jochen Adam-Mueller brings deep expertise in executive search, leadership development, and organizational design. His work sits at the intersection of recruitment and strategy, helping companies not only find top talent—but build the conditions for that talent to thrive.
He has partnered with C-level leaders in the off-highway, mobility, and manufacturing sectors across Europe, North America, and Asia to:
- Reposition teams for new tech and market conditions
- Hire critical roles globally
- Develop leadership pipelines for long-term growth
- Align workforce design with business strategy
His approach is pragmatic, people-centered, and future-focused.
A New Mandate for C-Level Leaders
People challenges are no longer just HR problems. In the off-highway sector, they’re a direct business priority—and a source of risk or resilience.
Here’s what leading companies are doing differently:
- Investing in employer branding to attract younger, tech-forward talent
- Hiring globally and creating remote-capable teams
- Designing onboarding and development journeys with retention in mind
- Building succession pipelines that keep leadership agile and future-ready
Whether you’re preparing for a major product shift, expanding to new markets, or simply struggling to attract the right talent—your people strategy needs to be just as sophisticated as your product roadmap.
Ready to Transform Your Talent Strategy?
If you’re a senior executive in the off-highway industry looking to future-proof your workforce, the first step is a conversation.
Jochen Adam-Mueller offers strategic support for:
- Workforce transformation
- Global hiring and team design
- Leadership development
- Succession planning
- Cultural integration for remote/hybrid teams
Let’s turn your workforce into your competitive advantage.
Or book a confidential consultation via Brandt & Partners
