HR Business Partner

Strategy
Aligns HR strategy and related programs with other corporate functions (e.g. finance & controlling, legal, IT, Purchasing, Quality) and deploys on strategic workforce-planning, organizational and people development

Connects and consults with the business, sensors business needs and requirements, collects and analyses feedback from various country business leaders and employees, shares business insights to leadership and international HR Advisors to contribute to strategic HR agenda setting and portfolio development

Anchors HR strategy, policies and programs in the departments and teams

Processes & Policy
Ensures effective and compliant use of HR guidelines, processes and tools

Translates global policies to local context taking into account the legal requirements.

Maintain an attractive employer on labour conditions and evaluate processes related to market value (function weight, compensation & benefits, ...)

Change Management
Drives change management and people aspects of business transitions, (e.g. new leadership principles). supports HR digitization, delivers change initiatives in local entities

Employee Lifecycle
Focuses on performance and productivity improvement

Acts as coach for career planning with focus on high performers/ potentials

Manages employee relations processes and stays up-to-date on labor laws, engages with involved parties and acts as employee advocate and if applicable coordinates and drives related negotiations and agreements (e.g. workers council, unions)

Recruitment & Selection
To support leaders during recruitment & selection activities, this includes i.e. sourcing activities, steady and regular contacts with agencies, job postings, matching, contacting and screening candidates, background checks and delivering offer/contract letters, in order to assure a smooth and fast staffing process.

Proactive advice and guidance on market evolutions linked to retention management.

Learning
Provides timely, accurate and value-adding answers to complex HR-related local or global queries from employees and managers

Ensures contact with Strategic/Regional Experts to develop and maintain a detailed knowledge of the designated processes and policies for the countries

Proactive advice and guidance on market evolutions linked to retention management.

Basic education and technical capacities

• Bachelor and/or Master degree in (Labor) Law, Human Resources, Psychology, ... or equivalent by experience
• IT Literacy (MS Office,...)

Profession aI experience

• Minimum 5 years of relevant experience as HR BP

Necessary skills/Attitude

• Fluent and correct oral and written Dutch, French (if applicable) and English language skills
• Good communication skills
• Partnering and consulting
• Management of conflicts
• Comprehensive business understanding
• Negotiation and persuasion
•  Able to analyse and provide concrete advise/reportings

Working environment

• Able to work in a changing and complex matrix organization
• Ready to travel for work if needed (drivers license required)