Frazer Jones
Jobid=A.0.174
About The Role
For the NL office in Zaandam, our client is looking for a hands-on operational HR Leader who takes direct accountability for the HR outcomes and results in the business. This role will be essential in shaping and driving the HR strategy, contributing to the company’s organic growth while ensuring alignment with its broader business objectives—such as expansion, quality improvement, innovation, and geographical reach. It’s essential that you have a strong business acumen and that you can seamlessly translate the company’s strategic goals into an effective HR roadmap.
Leadership development, talent management and talent attraction are strong elements to this role. While this role has a strategic focus it’s very important you know the importance of the operational elements in this role. The HR Leader will be the key interface between the business, line managers and employees and you will be part of the company’s international leadership management team (7FTE).
In this role, you will be responsible for leading the HR team (2 FTEs, in Europe and Asia) and further developing a global HR organization, including systems and processes. You will also be tasked with developing global talent acquisition and management programs/trainings, as well as shaping the strategic organizational structure to serve business needs.
Main Responsibilities
Business Leader:
- Member of the company’s leadership team, integral part of decision making and helping craft the right business strategy, given people implications – providing insights that can help business leaders make the right decisions
- Translates business strategy to HR strategies; responding to changing needs, understanding the business, industry – thinking like a business leader; using financial measures, such as ROI, to help gauge results
- Understands industry trends and anticipates the impact on the workforce and HR programs, represents business in industry where applicable
- Coordinates / develops people plan for direct business area based on business knowledge and market trends (includes annual workforce plans) including identifying critical organizational capabilities:
- Leads the HR function for the global organization and ensures HR services are effectively & efficiently delivered to the business
- Aligns compensation and rewards to business strategy, compensation structure to be competitive in the industry; ensuring the business performance measures are aligned at the individual level and linked to compensation and incentives
- Works with senior business leaders to develop the company’s long term labour strategy and determines the strategic objectives to be addressed with Works councils
Talent Leader:
- Responsible for identifying, assessing, calibrating, developing, placing and deploying talent: leads talent management strategy for business and provide integrated talent management processes, understanding the talent needs and issues before they impact the business. Uses appropriate tools like the 9-cell box
- Takes care of workforce planning for the business; acts as strategic people advisor for senior leaders
- Coaches individuals and teams and builds strong capabilities in the SLT
- Ensures HR talent development and secures pipeline of talent for the company
- Champions diversity and inclusion within the business; leads diversity strategies for the business.
Change Leader:
- Identifies and enables organizational changes (Growth, Divestiture, Process Change): leads business level transformations
- Redesigns organizational structures around strategic objectives
- Builds change capability within the business and manages constructive conflict related to the change efforts
- Identifies, evaluates, and manages risks to the business relating to employees
Culture Steward:
- Assesses, monitors, and communicates organizational culture and engagement: in partnership with business monitor and align cultural attributes; building and sustaining a culture that crates competitive advantage for the business
- Builds and sustains a culture that creates competitive advantages for the business
- Ensures HR services are aligned with culture, compliant with policies and regulations
- Analyzes the link between employee engagement and associated costs; champions engagement in the organization
Coaching and Developing Direct Reports/Partners/Management:
- Develops the HR function and build bench strength
- Coaching and managing the HR Team
- Coaching business partners and providing input to further develop business talent
Operational responsibilities:
- Effective optimisation of the global HR Processes, policy and service delivery and effective use of the HR systems
- The integration and hiring of Talent Acquisition and defining via which channels this needs to be implemented
- Serving as the first point of contact for employees and managers/leaders within the business
- Serving as the first point of contact for employees with sick leave and interact a case management for long-term sick leaves and support re-integration programs
- Creating analytical overviews and keep track of the employer’s database and optimizing analytical reports
- Monitoring and optimising onboarding and offboarding processes
Candidate Requirements
- Ability to travel, including internationally up to 15% (specifically Asia)
- Ability to handle highly confidential information
- Master’s degree in human resources management or related field
- Preferably 10 years of Human Resources/Business experience
- Thought leader and strong Influencing skills
- Conflict management and resolution skills
- Strong business acumen, including fundamentals of finance and managing budget
- Strong communication (verbal/written/using technology related communications/able to manage a regional or global call and presentation to a satisfactory conclusion)
- Business partnering and customer orientation
