We continue our series of articles highlighting companies that invest in their people, support professional development, and build working environments based on trust, collaboration, and inclusion.

Today, we turn our attention to Bosch Hungary, TOP Employer 2026 in the Automotive category, an organization where technological innovation goes hand in hand with people development, and where organizational culture is shaped by the experiences and contributions of every employee.

In 2026, several Bosch locations in Hungary welcomed new HR leaders, bringing fresh perspectives on employee experience, diversity, talent retention, and professional development opportunities.

Through the voices of three HR Directors at Bosch Hungary, we explore what it means to create a workplace where people feel valued, find motivation, and have the opportunity to grow.

Talmácsi-Velősy Réka – HR Director, Robert Bosch Kft., Budapest

Tell us about your professional background! What qualifications do you have, and what areas have you worked in so far?

I earned my degree in Human Resources Economics at Szent István University and later expanded my knowledge through coaching and trainer training programs. I began my professional career at Bosch in 2010. Since then, I have gained experience in a wide range of areas, from learning and development and talent management to organizational development, compensation and benefits systems, and the design of HR processes.

Throughout my leadership roles at both local and international levels, I have managed teams and development initiatives spanning multiple countries. I currently serve as HR Director at Robert Bosch Kft.

What motivates me most in my career is developing people and shaping the organization. It brings me great satisfaction when someone recognizes their own potential and we can create an environment where they can truly thrive. I firmly believe that people's development and organizational performance reinforce each other.

In my free time, running and traveling help me recharge. Running teaches me perseverance, while traveling broadens my perspective. Both inspire me in my leadership role as well.

How important is diversity to you, and how is this value reflected in the organization's atmosphere?

For me, diversity and inclusion are inseparable. I want everyone to be able to thrive at work and no one to feel that they need to hide who they truly are in order to be accepted or successful.

As a leader, I strive to create an environment where colleagues feel comfortable sharing their opinions, asking questions, and trusting one another. The foundation of such an environment is attentiveness, mutual respect, and understanding of individual life circumstances.

Inclusion becomes visible in our everyday decisions: in how we listen to one another, how we provide development opportunities, and how we recognize everyone's contributions.

Tóthné Dr. Vankucz Marianna – HR Director, Robert Bosch Elektronika Kft., Hatvan

In your opinion, how does an HR professional contribute to creating a positive employee experience, one of the most important factors in talent retention?

For me, employee experience is not the result of a single HR program or benefit. It encompasses everything a colleague experiences within the organization on a daily basis: how they are treated, whether they are listened to, whether they have opportunities to develop, whether they feel trusted and appreciated, and whether they believe their work truly matters.

In this context, HR acts as both a catalyst and an enabler. We need to establish processes, a leadership culture, and an environment where people can build on their strengths and reach their full potential. I believe that, ultimately, the foundation of retention is connection: to people, the team, the leader, and a shared, inspiring purpose.

That is why one of HR's most important responsibilities is to understand what employees need and connect those needs with the organization's goals.

Name three things that make you proud to be part of this team! Choose one and tell us more about it.

People, collaboration, and continuous development. If I had to choose just one, I would choose people.

I am convinced that, ultimately, we are the ones who create an organization's culture through the way we interact with one another, collaborate, and respond to change, even at a time when automation and artificial intelligence are receiving increasing attention.

I am proud to be part of a team that welcomed me with openness and curiosity, an environment where diverse knowledge, experiences, and perspectives come together and where people feel confident sharing their views. As a leader, I believe our goal should not be to make people alike, but rather to identify what each individual is truly good at and give them the space to build on those strengths.

Trust, collaboration, and shared goals are what transform individual strengths into genuine team performance.

Farkas Bence – HR Director, Robert Bosch Power Tool Kft., Miskolc

More and more employees are reflecting on the meaning and purpose of their work. How does your organization address people's need to do meaningful work that creates value?

I believe work becomes truly meaningful when people can see that what they do has tangible results and a real impact. In Miskolc, this is particularly evident. We work with a highly diverse product portfolio, and almost the entire value chain is represented at our site, from development and manufacturing to the entire supply chain and supporting functions.

Moreover, this is the company's largest power tool manufacturing site worldwide, playing a significant role within the Bosch Group.

For me, this is clear confirmation that the Miskolc site possesses strong professional expertise, valuable experience, and significant potential for further development. That is why, as a leader, I believe it is important to do more than simply assign tasks to people.

Employees should understand why their work matters, see how their individual roles contribute to the bigger picture, and have the opportunity to actively shape it.

How important is mentoring for the personal and professional development of young people who are just entering the workforce?

In my experience, one of the most valuable things a young professional can have at the beginning of their career is someone by their side who does not simply tell them what to do, but helps them discover their own path. That is why I do not primarily see mentoring as a formal program.

A good mentor opens doors, connects people, asks questions, sometimes challenges mentees to step outside their comfort zones, and shares personal experiences, including mistakes and lessons learned.

In a complex organization like ours, this is especially valuable. Young professionals have numerous directions in which they can develop, and as leaders, one of the best investments we can make is helping them discover what they are truly good at and giving them the space to reach their full potential.

Discover Career Opportunities at Bosch Hungary

A working environment where people are valued, supported, and encouraged to develop can make a meaningful difference in everyone's professional journey.

Would you like to learn more about what it's like to work at Bosch Hungary, or are you looking for a new career opportunity?

Visit Bosch's employer profile on wherewework.hu to learn more about the company, explore available job opportunities, and discover whether Bosch could be the right place for the next step in your career!