Bruker is a leading global manufacturer of analytical measurement systems for the life and material sciences. For more than 60 years, Bruker's high-performance scientific instruments and analytical and diagnostic solutions have empowered scientists to study living things and substances at the molecular, cellular and microscopic levels. Working closely with its customers, Bruker drives innovation, productivity and customer success in molecular research in life sciences, pharmaceutical applications, microscopy, nano-analysis and industrial applications.

Today, more than 9.700 employees in over 100 locations on all continents are working on solutions to these challenges. Bruker continues to expand its extensive product and solution offerings, its broad installed base and its reputation with customers. As one of the world's leading analytical instrument companies, Bruker continues to strive to fully meet the needs of its customers and to continue to develop state-of-the-art technologies and innovative solutions for today's analytical challenges.

Please visit www.bruker.com.

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 capability, and shape and implement effective people strategies and activities. Examples: 

• identifying training needs, ensures workforce planning, and develops succession plans for key talent. 

• implementing HR strategic initiatives and processes aligned with HR strategy and the divisional goals and objectives. 

Ensuring alignment & execution of the strategy with focus on strategic workforce planning and development: To support the business in the best possible way in the implementation of its strategy, the global HR BP supports the managers and their teams in all topics that are important for strategy implementation from an HR perspective. He/ she also communicates with the works council in a targeted manner, takes up its suggestions and concerns and tries to find win-win solutions with the managers in a targeted manner. 

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. Example: proactively consulting the business by generating reports and provide insights to the divisional or functional leads on HR-related trends, challenges, and opportunities. 

HR Country Manager 

• HR Representative Country: coordinating with local managing directors: e.g. monthly meeting, info transport back and forth, projects, representation at works meetings etc., negotiating internally and externally in selected employment law cases/projects, delegated "representative" at greetings e.g. trainees, farewells, possibly pensioner barbecues, etc. 

• Stakeholder management works council: conducting formal and informal meetings to exchange, negotiate and align, messenger of the managing director for e.g. merit increase or remuneration in general 

• Team Leadership & Development: leading disciplinary the local HR team including providing guidance, training, and support to team members. 

• Resource Management: responsible for HR resource planning, including allocating human resources according to the company's needs and priorities. 

• 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 (e.g. personnel costs), 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.​                     ​ 

• Diploma/Master's degree
• 6-8 years of work experience
• 3-5 years of leadership experience
• Data analytics: Ability to collect, analyze, and interpret data from various sources
• Business acumen: Understanding of key drivers, processes, and financial aspects of the business, as well as the industry and competitive landscape
• Change management: Ability to plan, implement, and evaluate change initiatives
• Communication: Effective and persuasive communication with different audiences and stakeholders
• Project management: Ability to define, plan, execute, monitor, and close projects
• Proficient in MS Office 365 applications
• Fluent in English (min. C1 Level)
• Employment labor law for the respective country