Human Resources Director, Northern Europe
il y a 3 semaines
The HR Director provides HR consultation & thought leadership to a number of European countries including; Belgium, The Netherlands, Norway and Sweden. The HRD is responsible for developing, leading and implementing HR strategies & initiatives (talent management & development, organization design & effectiveness, culture shaping, performance management & rewards ) for the franchise that accelerate the achievement of short and long term business plans. This role works collaboratively with leaders (Northern Europe Network Team & Country Leadership teams) and One Team HR (COE, Associate Services) to build a culture and operating environment that is conducive to attracting, developing and retaining - the “Best in Class” talent.
Prioritized Responsibilities
- Develops, drives and deploys integrated talent management, development, compensation, benefits, global mobility, performance management and workplace rights strategies and initiatives (global & local) - working collaboratively with COEs/Associate Services & Business leaders; leveraging Workforce analytics, translation of internal/external insights (trends, barriers, risks & opportunities) to design, develop and implementation of HR strategies
- Acts as coach and trusted business advisor to influence leaders and teams in the areas of leadership, organization effectiveness, C&B, Employee relations, leading change, building capability and talent management.
- Stewards the company culture by recognizing, articulating and shaping the need for change; drives organizational norms and values, through HR initiatives and partners with business leaders to build sustainable engagement. Proactively feels the engagement of the organization and actively engages the leadership into action.
- Acts as a change leader & agent: Leads and facilitates development of HR & Organizational change plans (global & local) and implementation of People Changes (leads discussions with Unions & Works Counsels). Initiates and sustains continuous dialogue with leaders on HR related business issues, and partners in exploring options for resolving the issues. Analyses the business and functions change capability, capacity and commitment, identify transformational change journey risks. Develops and implements change plans.
- Partners with Associate Services to ensure optimum employee experience, through standard HR operations, processes & policies effective implementation (compensation, benefits, T&D, TA, employee relations, performance management, etc.).
COMMUNICATION COMPLEXITIES:
Demonstrates the ability to conduct in-depth dialogue about key business matters and HR impacts. Helps clients solve HR problems through diagnostic thinking, effective questions and creative thinking. Knows when and how to effectively communicate project issues and progress. Extensive contact with Northern Europe Network Team & Country Leadership teams, & Corporate HR (C&B, T&D, ER, TA ).
Complex & divergent communication, requiring strong negotiation, influencing, persuasion, business case building:
- Significant interaction and communication with local Legal and Finance on complex HR matters (i.e. compensation, benefits, country severance guidelines, audit and global mobility policies etc.).
- Significant interaction and communication with Unions, Works Counsels, Labor inspections.
- Ability to say no, push back constructively while maintaining and building value-based relationships with employees, people managers and senior leaders.
ANALYSIS:
Develops and refines HR processes & policies that are implemented (i.e. global and regional mobility, compensation, benefits ). Implements and customizes HR plans, programs, processes, and tools to ensure business unit needs are met while remaining compliant with policy.
Leverages Workforce analytics, translation of internal/external insights & analytics (trends, barriers, risks & opportunities) to design, develop and implementation of HR strategies & initiatives.
Requires ability to conduct financial analysis and review, to derive decisions: people cost, HR project & programs cost, severance cost
INNOVATION
Develops ideas and gains others commitments. Seizes opportunities that can deliver the
greatest value (i.e. policy improvements; benefits reviews); Promotes an environment of creative thinking and innovation.
Required Qualification:
8 years HR Experience, with C&B & Employee Relations knowledge
Dutch - Written and Spoken
French - Written and Spoken
**Skills**
Influencing
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