Website Specialized Bicycle
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3.9 / 5 — Good (Industry avg: 3.2 / 5)
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.0 / 5
- HR Index: 75.14% ▲ (Industry avg: 53.14%)
- Commitment: Actively engaged in responsible business and transparency
- Official Salary: N/A
- Estimated Salary (Cycle-Jobs): 🇨🇭 90,000-110,000 CHF / year
Company Overview
Innovation has guided Specialized since 1974. The company is dedicated to pushing the boundaries of cycling, supporting riders of all ages, and advancing the human-powered machine. Specialized is a team of barrier-breakers, disrupters, and problem solvers, committed to diversity and inclusion. The company supports initiatives like Outride to promote better health through cycling. Specialized is made for riders, by riders.
Role Description
The People & Culture Business Partner provides hands-on and advisory HR support to managers and employees across international teams. This role ensures smooth People & Culture operations, drives key HR initiatives, and delivers an excellent teammate experience during a maternity leave cover. The position balances daily HR execution with strategic partnership to enhance organizational effectiveness.
Position Snapshot
- Seniority: Mid-level
- Function: Human Resources
- Department: HR
- Experience required: Minimum 3 years of experience
- Contract type: Temporary
- Contract length: Mid-January through mid-July 2026
- Work model: On-site
- Remote policy: On-site (strict)
Description
We are seeking a proactive and people-focused People & Culture Business Partner to join our team on a full-time temporary basis to cover for a maternity leave. This role supports international People & Culture operations across multiple locations and teams, acting as a trusted partner to managers and employees, providing practical guidance and ensuring smooth day-to-day coordination of HR operations. The position balances hands-on execution with advisory support, delivering an excellent teammate experience and driving key HR initiatives forward.
Responsibilities
- Partner with managers and leaders on core People & Culture topics such as performance reviews, employee engagement, talent development, and organizational planning.
- Advise and support in employee relations matters, helping to ensure fair, consistent, and legally compliant outcomes.
- Manage end-to-end recruitment activities, advising on hiring needs, coordinating sourcing and interviews, and supporting offer preparation and onboarding.
- Oversee onboarding and offboarding processes, ensuring smooth transitions and a positive teammate experience.
- Maintain and update employee data in Workday, ensuring accuracy in contracts, benefits, absences, and personnel files.
- Ensure compliance with employment legislation, policies, and internal standards; assist with audits and policy updates as needed.
- Contribute to continuous improvement of People & Culture processes, tools, and templates to enhance efficiency and consistency across teams.
- Collaborate closely with the broader People & Culture team on global projects and initiatives such as engagement surveys, learning programs, and process harmonization.
- Act as the first point of contact for employees and managers on People & Culture-related queries, providing timely and thoughtful support.
Location
This position is based in
Hünenberg, Switzerland
Compensation
Salary information not provided by employer.
Additional Information
- Languages: English, German
- Diversity & Inclusion: We’re committed to building a diverse and inclusive workforce where every teammate can succeed as we inspire riders everywhere.
- Team & Reporting: Collaborates closely with the broader People & Culture team, partners with managers and leaders, and acts as the first point of contact for employees and managers on People & Culture-related queries.
Application Details
Posted: June 28, 2026
R0011152
To apply, please visit the following URL:https://specialized.wd5.myworkdayjobs.com/en-US/Specialized_External_Career_Site/job/Switzerland-Hnenberg-Office/People---Culture-Business-Partner_R0011152→
Before you apply (Cycle-Jobs Insight)
Some important details are not fully specified in this job post. To make an informed decision, you may want to clarify the following points:
- Salary & compensation: Ask for the exact salary range, variable compensation, and whether negotiation is possible.
- Benefits & perks: Ask what benefits apply (healthcare, discounts, sick days, retirement…).
- Flexibility & schedule: Check expected weekly hours, evenings/weekends, and flexibility.
- Application deadline: Ask if the position closes at a fixed date or remains open until filled.
- Weekly schedule: Clarify typical weekly hours and schedule.
- Travel requirements: Ask how often travel is required and whether expenses are covered.
- Equipment provided: Ask what equipment or tools are supplied by the employer.
- Visa sponsorship: Clarify whether visa support is available or required.
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.