Jobs at RENK: Attractive, crisis-proof, versatile.
Join our RENK family in America
At RENK, we owe our global success above all to our employees. They shape our projects with dedication, qualification and a great deal of experience - here, each individual makes a valuable contribution to success. This basic attitude opens up new opportunities for motivated and qualified newcomers to RENK a wide range of career opportunities at each of our locations. Whether in Germany or at one of our international locations: All over the world, RENK offers jobs with exciting tasks, versatile development opportunities and attractive benefits.
RENK America is proud to be an Affirmative Action/Equal Opportunity Employer and is committed to providing equal employment opportunity for all persons in all facets of employment. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, gender, sexual orientation, gender identity, national origin, citizenship status, marital status, genetic information, disability, protected veteran status or any other legally protected status.
If you are an individual with a disability or a disabled veteran and require a reasonable accommodation in applying for any posted position, please contact Human Resources at +1-231-724-2801 or via E-mail at [email protected].
As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, RENK America is required to develop annual Affirmative Action Plans (AAPs). Any employees or applicants who wish to review the Affirmative Action Plan (AAP) for Protected Veterans and Individuals with Disabilities can contact us via our contact form.
EEO is the Law. Applicants to and employees of RENK America are protected under Federal law from discrimination. Click here to find out more.
Pursuant to Executive Order 13665, RENK America will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).