Human Resources Manager

Contenuto del lavoro

HR Manager

Join a prestigious international consulting firm with a reputation for excellence, where you’ll have

the opportunity to lead impactful HR initiatives, drive innovation, and shape the future of talent

management. We are looking for a dynamic HR professional with a hands-on approach and a

strategic mindset to take our HR function to the next level. Are you ready to make a difference?

GOALS/MISSION

The HR Manager is responsible for developing and implementing human resources strategies that align with the company’s objectives.

You oversee all HR functions, including recruitment, talent management, training & development, and performance management.

You are responsible for and have an oversight function for the HR related activities which are

outsourced to the centralized shareholder HR service department, like Fleet Management, Payroll, daily management of the HR mailbox,..

The HR Manager also ensures that the company complies with all labor regulations and employee-employer relations and works to create a positive work environment that promotes employee engagement, retention and development.

You are responsible for advising the leadership team on best practices in human

resources, providing strategic and operational support to meet the organization’s evolving needs.

Reports to the COO.

FOCUS AREAS/TASKS AND RESPONSIBILITIES

Responsibility: Talent Management & Development

Objective:

Ensure effective and efficient management of talent by directly overseeing Soft HR such as recruitment, onboarding, career management, development plans, talent retention, workplace well-being, performance management, fostering a feedback culture, and implementing a practical leadership model.

Operational Tasks:

1.Recruitment & Onboarding:

o Actively manage the recruitment team to ensure the timely attraction, selection,

and integration of high-quality talent aligned with the company’s immediate needs.

o Implement onboarding programs that rapidly bring new hires up to speed, instilling

company values & maximizing their contribution from day one.

o Responsible for workforce planning. Coordinate with managers to forecast

recruitment needs and develop targeted strategies to attract qualified candidates.

2. Career Management & Development Plans:

o Design & implement practical career management plans that align employee

aspirations with company needs, ensuring clear paths for growth and development.

o Launch & monitor skill development initiatives that enhance individual and team

performance, preparing employees for critical roles in the organization.

o Schedule regular follow-up meetings with the management & the people coaches,

focused on aligning employee career goals with organizational objectives to foster

engagement & retention.

3. Talent Retention & Workplace Well-being:

o Develop & execute targeted retention strategies to maintain high employee

engagement levels & reduce turnover, focusing on quick wins & addressing key

dissatisfaction factors.

o Roll out initiatives aimed at improving workplace well-being and creating a positive

work environment, ensuring these programs are effective & aligned with

employee needs.

o Track retention & satisfaction metrics closely to identify trends & implement

proactive retention actions.

4. Performance Management:

o Streamline the performance management process, including appraisals, goal

setting, & reviews, to enhance productivity & achieve operational efficiency.

o Equip managers & people coaches with practical tools & training to conduct fair,

constructive performance evaluations that drive results.

5. Feedback Culture & Leadership Model:

o Foster a pragmatic culture of continuous feedback where regular, actionable

feedback loops between employees & managers are standard practice.

o Promote a culture of continuous learning & innovation, encouraging employees to

share practical knowledge & collaborate on projects that drive business value.

Responsibility: Advisory to the leadership team & Innovation through HR Process,

Policies & Strategies

Objective:

Provide actionable strategic advice to the leadership team on HR matters & drive practical

innovation through the development & implementation of HR policies & strategies that directly support the company’s business objectives.

Operational Tasks:

1. Strategic Advisory to the leadership team:

o Engage actively in leadership team meetings as a key HR advisor, offering data-

driven insights and practical recommendations on HR challenges, market trends, & operational best practices.

o Deliver concise, actionable reports on HR performance metrics & strategic

initiatives, proposing pragmatic strategies to mitigate HR risks & capitalize on

growth opportunities.

o Define and guard policies around wages, benefits that fit within the companies

financial goals & business plans & allow us to attract the needed talent.

2. Development & Implementation of Innovative HR Strategies:

o Create & execute innovative, results-oriented HR policies & strategies that

enhance operational performance & foster a strong, inclusive workplace culture.

o Continuously assess & refine HR policies based on their measurable impact on

business performance, ensuring alignment with the company’s strategic &

operational priorities.

o Manage HR projects from initiation to completion, ensuring that all phases—

planning, execution, monitoring, & closing—are aligned with strategic HR

objectives and delivered on time & within budget.

Responsibility: Supervision of Hard HR , Fleet, and Office Management

Objective:

Oversee Hard HR activities, Fleet, & Office Management conducted by the Shared Service Centre,

ensuring optimal operational efficiency, service quality, & cost control through effective KPI

management and continuous process improvement.

Operational Tasks:

1. Supervision of Payroll (Hard HR):

o Direct the Shared Service Centre in managing payroll processes, ensuring precision

in salary calculations, deductions, benefits, & payments in full compliance with

regulations.

o Oversee regular updates to the payroll system by the Shared Service Centre to

ensure alignment with legal, contractual, & organizational changes.

2. Supervision of Fleet Management:

o Ensure the fleet management practices align with company policies & operational

requirements in coordination with the Shared Service Centre.

o Analyze fleet usage reports from the Shared Service Centre to identify opportunities

for cost savings & operational improvements.

3. Continuous Improvement:

o Regularly review current payroll & fleet management processes managed by the

Shared Service Centre to identify & implement practical improvements & cost-

saving measures.

o Lead the implementation of process enhancements to increase operational

efficiency & reduce costs.

4. Compliance & Risk Management:

o Work closely with legal, compliance teams, & the Shared Service Centre to

maintain effective risk management practices & up-to-date operational

procedures.

Profile

Skills:

• HR expertise: strong knowledge of key human resources areas such as recruitment, training & development, performance management, compensation & benefits, employee relations & legal compliance. A thorough understanding of HR

practices & policies is essential.

• Communication skills: excellent verbal & written communication skills. They must be able to communicate effectively with executives, managers & employees at all levels of the organization. The ability to present complex information clearly & concisely is essential.

• Relational skills: build trust with partners and colleagues, so as to manage conflicts & provide support and advice to stakeholders.

• Results driven: a results-driven mindset & be able to implement initiatives that support the company’s strategic objectives. He or she must be able to measure the impact of HR programs & use data to make informed decisions.

• Leadership: be able to engage employees, promote a positive corporate culture & lead by example.

• Change management: be able to manage change within the organization. They must be flexible, adaptable & able to guide employees & managers through periods of transition.

• Business acumen: understanding finance principles, risk & reward, & business outcomes. A strong HR Manager is one who not only possesses good HR skills, but also a deep understanding of the industry their business is in.

Experience:

Minimum 5 to 10 years of experience in a similar role

• Strong expertise in Soft HR processes: Extensive experience in managing key Soft HR

functions such as talent management, recruitment, onboarding, career development,

performance management, & employee engagement initiatives, with a hands-on approach

to driving results.

• Solid background in Hard HR: Proven experience with payroll management, compliance +

HR operations, including managing Hard HR conducted by a Shared Service Centre,

with a pragmatic focus on operational efficiency & accuracy.

• Project management skills: Ability to lead & manage HR projects from planning to

execution, ensuring alignment with strategic HR goals & efficiently delivering outcomes on

time & within budget. Comfortable taking ownership of projects & driving them to

successful completion.

• Strategic and operational mindset: Experience in providing practical, strategic HR advice to

senior management, with a track record of developing & implementing innovative HR

policies & strategies that support business objectives.

• Analytical and data-driven approach: Proficient in developing & monitoring key

performance indicators (KPIs) for HR activities to measure efficiency, compliance, &

performance. Utilizes data to make informed decisions, drive continuous improvement, &

achieve measurable results.

• Pragmatic & proactive: Enjoys taking initiative & being hands-on, with a strong ability to

independently take charge of tasks & drive them to completion, demonstrating a proactive

approach to problem-solving & decision-making.

Languages:Dutch + English