About Bruker Corporation – Leader of the Post-Genomic Era

Bruker is enabling scientists and engineers to make breakthrough post-genomic discoveries and develop new applications that improve the quality of human life. Bruker’s high performance scientific instruments and high value analytical and diagnostic solutions enable scientists to explore life and materials at molecular, cellular, and microscopic levels. In close cooperation with our customers, Bruker is enabling innovation, improved productivity, and customer success in post-genomic life science molecular and cell biology research, in applied and biopharma applications, in microscopy and nanoanalysis, as well as in industrial and cleantech research, and next-gen semiconductor metrology in support of AI. Bruker offers differentiated, high-value life science and diagnostics systems and solutions in preclinical imaging, clinical phenomics research, proteomics and multiomics, spatial and single-cell biology, functional structural and condensate biology, as well as in clinical microbiology and molecular diagnostics. 

For more information, please visit www.bruker.com.

Bruker BioSpin, as part of the Bruker Group, is a high-tech international company and the world-leading manufacturer of comprehensive solutions in Nuclear Magnetic Resonance (NMR), Electron Paramagnetic Resonance (EPR) and Preclinical Magnetic Resonance Imaging (MRI).

We are looking for a Global HR Business Partner (m/f/d) for Sales at our location in Wissembourg (FR) or Ettlingen (DE)!

• 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 of 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 enrolment.
• 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.

To be successful in that position, you will need:

• Bachelor's degree and optional: further training, additional qualifications: HR-relevant certificates, diploma

• Work experience of at least 6 - 8 years desirable
• A proficiency in HR technology and data analysis

• Very good knowledge of French/German and English (min. B2 level)

• Respective Labour Law knowledge
• A strong business acumen and strategic thinking
• Change management
• A high level of communication and interpersonal skills
• Project management
• MS Office 365