HR Manager

Badger Meter is a leading global water technology company, with a mission to preserve and protect the world’s most precious resource. For more than 100 years, cities and businesses have utilized our innovative and trusted solutions to enhance operational efficiency and conserve water while making it more affordable, clean, and resilient. This mission has never been more true than today as Badger Meter delivers innovative water quality monitoring solutions through the ATi and s::can brands – expanding on the industry leading flow measurement solutions and delivering on the promise of making water more visible for all. Just like every drop counts, at Badger Meter every employee counts because our contributions have a lasting impact on the world!

The HR Manager is responsible for overseeing and managing all aspects of the human resource function for the Austria location of Badger Meter. This role will provide guidance and support to local leadership in establishing and maintaining a positive, productive culture focused on employee engagement. This role will be responsible for managing employee relations, assisting with recruiting and retaining talent, and ensuring compliance with Austrian labor laws. The HR Manager will work closely with local leaders as well as the US HR team to ensure performance management and goal setting is effectively carried out. This role also partners closely with the local leadership team to align both the business and people strategy.

Job Duties:

• Proactively work with Managers to understand people related business issues as well as identify and implement solutions to attract, engage, and retain talent.

• Assist in strategic workforce planning to align HR strategies with business objectives. Manage organizational changes within Workday.

• Drive employee engagement using survey results to target improvement areas as well as implementing corporate wide engagement initiatives developed by Talent Development team.

• Provide employee relations guidance and coaching to leaders and employees, including professional development, performance, investigations and disciplinary action, and terminations.

• Work with HRIS systems and payroll systems to ensure accurate data is captured.

• Provide advice and direction where needed to the local leadership teams on work priorities, budget and staff resources, strategic, policy, organization and staff management issues.

• Current regulation compliance, including accepted professional standards, policies and procedures and legislation

• Manage the implementation of employment policies.

• Ensure employment law, HR policy, best practice and workforce development are applied.

• Ensure the onboarding process is handled in a professional manner to expedite the settling in period.

• Manage the execution of the HR Strategy to ensure achievement of the objectives.

• Continuously improve engagement and welfare activities, maximizing productivity, devolving HR responsibilities to line managers and building leadership capability.

• Identify HR trends so that attention can be directed to key issues and resources.

• Identify staffing needs and manage the creation of job descriptions and headcount planning inputs.

• Support management talent planning.

• Develop the organizational structure to support future growth, using best practice principles.

• Manage the company’s employee programs, staff benefits and packages.

• Support the performance review program to deliver continuous employee development.

• Regularly coach, mentor, and support colleagues to identify individual strengths and development needs

• Ensure employee training requirements are well managed and monitored.

• Manage the training and development plans and ensure they are of a high standard.

• Support annual remuneration and benefit surveys and reviews.

• Determine relevant Key Performance Indicators (KPIs) for HR metrics.

• Manage the diversity, equality, and inclusion values and practices within the location.

• Enable all team members to access appropriate guidance and information to manage their workload.

• Ensure the offboarding process is handled in a professional manner to ensure everyone is consistently treated fairly.

• Up to 25% travel

Education and Experience:

• Bachelor's Degree in Human Resources, Business Administration, or a related field required

• CIPD Level 5 HR Management required; working towards Level 7 preferred

• 7+ years of experience in HR Management, business partnering, organizational development, recruitment, pay and benefits, employee relations, TUPE/ M&A. Payroll and pension management

Qualifications:

• Experience using an HRIS (Workday preferred) required

• Strong knowledge of HR laws and regulations required

• Ability to handle sensitive information with confidentiality required

• Strong problem-solving and conflict-resolution abilities required

Competencies:

• Delegation and Empowerment: Identifying and leveraging opportunities to accelerate results and build capability by assigning tasks and decision-making responsibilities to individuals or teams with clear boundaries, expectations, support, and follow-up.

• Coaching: Engaging an individual in developing and committing to an action plan that targets specific behaviors, skills or knowledge needed to ensure performance improvement or prepare for success in new responsibilities.

• Decision Making: Identify and understand problems and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; choose the best course of action by establishing clear decision criteria, generating, and evaluating alternatives, and making timely decisions; take action that is consistent with available facts and constraints and optimizes probable consequences.

• Aligning Performance for Success: Focusing and managing individual performance by helping others set performance goals, and then tracking results and evaluating performance effectiveness.

• Execution: Ensuring others contribute to organization strategies by focusing them on the most critical priorities; measuring progress and ensuring accountability against those metrics.

Working Conditions:

• Work is performed in an office environment and requires the ability to operate standard office equipment

At Badger Meter, we see diversity and inclusion in all its dimensions as a strength of our globally operating organisation. As an equal opportunity employer, we make our personnel decisions regardless of gender identity, ethnicity, religion and belief, age, sexual orientation, national origin or disability.

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