When HR is not just administration: 6 specific HR projects we are now moving forward at NOBO
This spring brought with it several important shifts in our HR department, which I consider not only practical but also meaningful. At NOBO AUTO, we are building a company from the ground up - and this also applies to the HR area. Today I would like to share six specific initiatives that we have moved forward in recent weeks. Each of them represents something more than just another item on the to-do list for me personally.
1. Don't let it go - a combination of legal obligation and good deed
One of the important legislative obligations for employers this year is the introduction of a whistleblowing system. We have chosen to work with the "Don't Let It Be" platform, which allows you to safely and anonymously report unethical or risky behaviour in the workplace.
But what am I most pleased about? This platform also works for free in schoolswhere he helps children fight bullying. By commissioning the service as a company, we are also contributing to its operation in the Czech education system. It is therefore not only a fulfillment of an obligation, but also a conscious step towards social responsibility. And that, in my opinion, is the right way to set up HR.
2. New employee benefits: transport and holidays
In the area of employee benefits, we have added two new benefitsthat are based on a real need while supporting the long-term stability of the team:
- Transport allowance for all employees. We know that commuting to Boršov is not easy, especially if one does not have a direct connection. We see this step as a concrete support for mobility and improving accessibility to work. In addition to this contribution, we are in talks with the authorities about introducing a regular bus service to the new industry park in Boršov.
- Increase in holiday entitlement for each year of service up to a limit of 30 days. We want to reward loyalty, promote the inertia of know-how in the company and show that we value the people who grow with us.
From my point of view, these are benefits that increase the attractiveness of the company and at the same time support our existing employees. We plan to release further benefits to our employees as the next phases of the current production project are launched.
3. U Talk - when people can express themselves
We have launched a new initiative U Talkwhich aims to connect employees across roles with the company's management. Once a month, we meet with selected representatives from each department to listen to their suggestions, ideas and concerns.
The whole concept has its own visual, logo and style - and most importantly - the first meeting already brought many concrete topics that we are now addressing.
The initiator of this platform was Robert Maškaand I'd like to publicly thank him for that. This way of communicating contributes to an open company culture where people are not just numbers in a system, but partners in dialogue.
4. HR corner in the snack bar - closer to the people
One of the ideas that I bring from my previous workplace is the so-called. HR corner. A place where we will regularly meet employees directly "in the field" during breaks. We don't wait for people to come to us - we'll follow them.
In the lunchroom, we as an HR team will be regularly present and ready to talk about anything of interest or concern to employees. We want to contribute to maximum openness and show that HR is not an office with opening hours, but a vibrant part of the company's daily operations.
5. TISAX and IATF: certifications that give order
At the same time, important work is going on behind the scenes TISAX and IATF certifications. Both certificates are a prerequisite for supplying automotive companies in the automotive world. It's not an area that looks good in photos, but for the long-term setup of the company is absolutely crucial.
I admit - it's not without paperwork. On the other hand, it is this process that leads us to set the rules and describe all the processes correctly from the beginning. And it will make everyone's job easier in the future.
6. Training zone for everyone
The next step, which I consider extremely important, is the decision that every NOBO AUTO employee spends five full working days in our training zone. No exceptions.
The point is that everyone, regardless of position, understand what it takes to work on the shopfloor, what seat production looks like, and how demanding and important the work of our operators is. The first to lead by example was our director Robert Maška.
Over the next three months, all existing staff will undergo this experience. And going forward, it will be an integral part of every employee onboarding process. Because understanding the product and respecting those who create it is the foundation of everything.
Conclusion
Looking back on the past month, I have a good feeling about it. Not because we got everything done (I don't think that's possible in HR), but because the steps we are taking make sense - both from a strategy perspective and from a human perspective.
Thanks to all colleagues who are part of these changes. Together, we are building a company that can not only be efficient, but also fair, humane and sustainable.
Do you want to be there with us?
If you are interested in an environment where things are really moving, where you can be part of something new and influence how the company will work - get in touch. At the moment we are looking for reinforcements for logistics and warehousewhere the team is being expanded.
All currently open positions can be found on our website, or feel free to email me directly - I'll be happy to provide you with more information.
We look forward to welcoming new colleagues who will write the next chapter of the NOBO AUTO story with us.
David Havelec
HR Manager in Nobo Automotive Czech Republic
16 April 2025