Global HR Business Partner & Country Management France (H/F) Job Locations FR-Wissembourg Cedex Posted Date 21 hours ago(7/26/2024 7:59 AM) Req. # 2024-16606 Position Type Employee Overview

Bruker is one of the world’s leading analytical instrumentation companies enabling scientists to make breakthrough discoveries and develop new applications that improve the quality of human life. Our high-performance products and high-value life science and diagnostics solutions are trusted by leading businesses, institutes, and scientists worldwide. Today, more than 9.700 employees at over 100 locations are working on this permanent challenge to make the world a better place.

 

The global HR Business Partner is the strategic HR partner of the divisional / functional lead and its business managers. He/she is responsible for the implementation of the HR strategy and initiatives to accelerate the divisional / functional business strategy by delivering HR excellence in recruiting, learning & development, leadership and enhancing workforce retention.

 

Special assignment Country Management FR: The Country management will be handed over to an experienced Global HR BP on a permanent basis. The Country Manager ensures that all local requirements for the site are fully met by HR. This must be fulfilled in such a way that a win-win situation is created between all parties involved and in terms of labor law for the benefit of BBIO.

 

To our site in Wissembourg (north of Alsace), we are looking for a new colleague to join as: Global HR Business Partner / Country Management FR (H/F)

 

Please apply with the CV in English.

 

Responsibilities Strategic planning to support building a competitive organization: A global HRBP helps the organization become future-ready by focusing on the existing workforce and preparing them for the future. He/ she works with teams, managers, and key stakeholders to build organization and people capabilities, and shape and implement effective people strategies and activities. Examples:identifying training needs, ensuring workforce planning, and developing succession plans for key talents.implementing HR strategic initiatives and processes aligned with HR strategy and the divisional goals and objectives.Coaching and consulting leadership about HR matters: A global HRBP has a clear understanding of the current and future challenges that affect the people in the organization. acting as trusted advisor to the business (e.g., divisional leads, managers, and employees) providing guidance and support on employee relations matters such as performance management, conflict resolution etc. providing effective advice and coaching to key stakeholders on topics such as employment laws, HR processes, and policies.Providing insights and recommendations along all HR operating model relevant strategic elements (e.g., workforce planning, talent management, talent retention, succession planning, leadership development, organizational design, etc.).Leading and ensuring implementation along all relevant HR End-2-End strategic SOPs like On- and Offboarding, etc.Supporting managers in implementing performance management processes, including goal setting, performance evaluations, and development plans.Collaborating with the Learning & Development team to identify specific training options and design development programs that enhance employee skills and competencies.Providing guidance on compensation & benefits matters such as salary administration, incentive programs, and benefits enrollment. Driving change and innovation: A global HRBP supports the organization in adapting to changing environments and markets and fosters a culture of innovation and learning. The global HR BP helps the organization implement change initiatives, communicate effectively, and overcome resistance. E.g., proactively consulting the business by generating reports and providing insights to the divisional or functional leads on HR-related trends, challenges, and opportunities.Stabilizing and developing a strong HR BP frontend and backend organization: As the heart of the HR BP Organization, the global HR BP acts as a role model for the organization and HR.

Special assignment Country Management FR:

M&A: Participating in strategic decisions for M&A operations: manage the organizational side.Continuous Process Optimization: identifying opportunities to increase efficiency and continuously improve HR processes and practices in the local context in close collaboration with HR process efficiency team.International Collaboration: collaborating with other locations on a global scale to ensure consistent HR practices across all HR offerings (Learning & Development, Recruiting, Compensation Cycle, etc.).Budget Management: responsible for budget planning and management for the site, including controlling expenses and ensuring resources are used effectively.Compliance and Employment Law: ensuring that all HR-related activities comply with local labor laws and regulations. This includes compliance with employment contracts, wage regulations, and other legal requirements. As well as ensuring that local HR practices and policies are aligned with the overarching company policies and values.Compensation and Performance Evaluation / Fringe Benefits: overseeing and managing salary and benefits reviews to ensure compensation practices are competitive and equitable. Responsibility for the regular review and further development of local fringe benefits.Culture, employee engagement and communication: promoting a positive corporate culture and initiating measures to increase employee engagement at the site, ensuring effective communication – all in line with overarching company policies. Qualifications BAC+5 Diploma in management, HR or labour law (or significant experience in an Global HRBP / Country Management position)Fluency in written/spoken English, German and FrenchRespective Labour Law knowledge: able to seek solutions with labor courts and works councils in a diplomatic manner.Data analytics: being able to collect, analyze, and interpret data from various sources, such as employee surveys, performance reviews, turnover rates, and market trends, to provide insights and recommendations for improving people practices and outcomes.A strong business acumen and strategic thinking. Having a solid grasp of the key drivers, processes, and financial aspects of the business, as well as the industry and competitive landscape, to align HR initiatives with business objectives and priorities.Change management: being able to plan, implement, and evaluate change initiatives, such as organizational restructuring, culture transformation, or digitalization, to ensure smooth transitions and minimize resistance and disruption.A high level of communication and interpersonal skills: being able to communicate effectively and persuasively with different audiences and stakeholders, such as senior leaders, line managers, employees, and external partners, using various channels and formats, such as presentations, reports, emails, and social mediaProject management: being able to define, plan, execute, monitor, and close projects, such as talent acquisition, learning and development, or employee engagement, using appropriate tools and methodologies, such as agile, scrum, or waterfall.Proficient in MS Office 365 applicationsA proficiency in HR technology and data analysis: especially SAP SF, SAP Fiori, SAC knowhow welcome Options Apply for this job onlineApplyShareTell a friend about this jobRefer Sorry the Share function is not working properly at this moment. Please refresh the page and try again later. Share on your newsfeed Application FAQs

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