Ingersoll Rand is committed to achieving workforce diversity reflective of our communities. We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

ABOUT US

Ingersoll Rand is a global market leader with a broad range of innovative and mission-critical air, fluid, energy, and medical technologies, providing services and solutions to increase industrial productivity and efficiency.

JOB SUMMARY

HR Generalist drives and ensures smooth run of the HR operations – with focus on overall Employee Lifecycle. HR Generalist will be the face of Human Resources in multi-lingual fast-growing environment and will be reporting to Manager HR.

BASIC QUALIFICATIONS

• Fluent Czech (C1) and English (B2)
• Previous experience in HR Generalist role including recruitment
• University education in a relevant discipline is an advantage
• Good understanding of Czech Labor Code and regulations
• Intermediate proficiency in MS Suite (Outlook, Excel, Forms)
• Candidate needs to have strong communication skills with the ability to communicate to internal customers at all levels
• Candidate needs to be organized with ability to set priorities

TRAVEL & WORK ARRANGEMENTS/REQUIREMENTS

Hybrid model – possibility of home office

• Recruitment & Employer branding: active participation in initiatives enhancing brand awareness and support to hiring managers in recruitment challenges.
• Onboarding: new hire paperwork and new hire orientation.
• HRIS management: data entry management and data analysis.
• Labor regulations: local labor code and internal policies compliance.
• Benefits administration: coordination between provider and employees.
• Employment changes & payroll: cooperation with leadership and payroll department.
• Training: identification of training needs and coordination of local training plan.