Germany – Human resources management consultancy services – Entwicklung einer Jobarchitektur für die BGZ

The interim storage of radioactive waste requires outstanding expertise in nuclear technology. Many of our colleagues have decades of experience in this field. Two thirds of them are engineers, natural scientists or technicians. This wealth of know-how must be preserved and expanded, as our company will be needed for many more decades. Since its foundation in 2017, BGZ has hired hundreds of new employees, and in the future, a focus of our work will be on recruiting and further training specialists. In addition, we train young people ourselves. This strong growth shapes our corporate culture and our structures: we are constantly developing further and facing challenges such as digitalisation and the shortage of skilled workers. Around 760 employees (as of 12/2025) work together at 19 locations to fulfil the mandate of safe interim storage. BGZ Gesellschaft für Zwischenlagerung mbH is in a phase of organisational development. With the continuous growth of the company (approx. 900 positions by 2030) and the increasing complexity of the tasks, the need for a uniform, transparent and future-oriented structuring of all functions and roles is growing. Therefore, with the support of an external partner, a company-wide job architecture is to be developed and introduced, which creates a clear and comparable system for positions, roles and competencies and at the same time serves as a basis for strategic personnel development, remuneration system and succession planning. The following are the professional services to be provided by the contractor during the phases of analysis (3.1), development (3.2) and implementation/communication (3.3) of the job architecture to be created: The aim of the analysis phase is to gain a well-founded, transparent and uniform understanding of the existing roles, tasks and positions in the company. The analysis phase forms the methodological and content-related basis for the later development of a consistent job architecture. The development phase forms the conceptual core of the job architecture project. Based on the results of the analysis phase, a company-wide valid, systematic ordering model for positions, roles and functions is developed. The aim is to create a logically consistent, traceable and future-proof structure that meets both strategic requirements and operational HR processes. The implementation of the job architecture represents a decisive step to effectively anchor the previously developed position and role structures in the organisation. Optional: Rollout / implementation throughout the company. Optional: Training & support.