Company description
at bosch we shape the future by inventing high-quality technologies and services that spark enthusiasm and enrich people's lives.
our promise to our associates is rock-solid: we grow together, we enjoy our work, and we inspire each other.
join us and feel the difference!
*about bosch bsh*
founded in germany in 1967 as a joint venture of robert bosch gmbh (stuttgart) and siemens ag (munich), bsh has been 100% owned by the bosch group since january 2015.
we have grown enormously in our over 50-year history.
from our roots as a german exporter, we've evolved to become one of the world's leading home appliance manufacturers with around 40 factories worldwide.
our product portfolio ranges from large home appliances - such as cooktops, ovens, extractor hoods, dishwashers, washers, dryers, fridges, and freezers - to small home appliances, such as vacuum cleaners, espresso machines as well as small kitchen appliances.
*job description*:
*talent attraction and acquisition*: implements activities to brand bosch - bsh as employer of choice in coordination with corporate strategy, participates in events and creates network to ensure right talent is attracted to bosch - bsh.
the main focus is on universities and technical schools.
runs recruitment, selection and hiring process.
responsible for onboarding, trainee, interns program activities.
*associate/leadership development*: governs, supports and drives talent management processes.
coaches business leaders on leadership behaviors and practices, employee communication, development and performance management strategies and tactics to promote engagement and a culture of continuous growth and development.
acts as an employee champion to ensure workforce commitment.
*organizational development incl.
change management, restructuring*:supports organization design activities to streamline and implement new organization structures, roles and/or processes that create speed and efficiency and support rapidly shifting business demands.
develops and implements change management strategies being a change agent.
actively supports policy deployment.
develops and tracks appropriate metrics to assesses organizational performance systemically and ensures successful achievement of targets, at the same time that leverages benchmark data as comparison for world class performance, defining gaps and proposing hr solutions that support business objectives.
drives workforce and succession planning.
*rewarding*: governs, supports and drives compensation processes and recognition rewards.
*labor relations*:advises leadership on labor relation topics.
ensure compliance with internal and legal policies/procedures.
establish relationships with internal and external delegates for adequate communication and understanding between the union/employees committee and the company.
ensure that working conditions are optimal in terms of services, attention to workers and continuous and open communication.
establish the internal work regulations, agreeing on the appropriate disciplinary processes for proper discipline in the site.
*training and development*:
establish and monitor the training systems and processes that are necessary for the optimal performance of the site, according to the quality, time and cost indicators of each department.
guarantee that all personnel have the mandatory, necessary and adequate training to carry out their functions.
guarantee that the global processes for performance evaluation, potential evaluation, career plans, succession planning are implemented in a timely manner.
*compensations and benefits*:
establish the system that allows the attraction and retention of talent in terms of external competitiveness and internal equity of salaries and benefits.
continually monitor associate compensation in correlation with performance appraisal, talent appraisal, and global talent processes.
*strategic partner*:
support the leadership of the plant to establish the necessary transformations of the culture to achieve the expected results.
lead the change through the successful implementation of the processes that allow the changes to be a successful reality according to the division or site strategy.
be an example to follow by other leaders in terms of leadership, diversity and inclusion, compliance and ethical behavior.
responsible for the adequate management of the human resources areas in the site, implementation of the hr strategy at the local level, relationship with government entities and local universities, work environment and strategic business partner of the leadership team on site.
*qualifications*:
- bachelor's degree in a relevant area or equivalent.
- a minimum of 5-7 years of progressive experience in human resources.
- bilingual (spanish and english)
- knowledge of mexican labor law and related regulations and hr best practices.
- ability to communicate professionally, both verbally and in writing.
- organize