Senior Talent Acquisition Business Partner

CHEP helps move more goods to more people, in more places than any other organization on earth via our 347 million pallets, crates and containers. We employ approximately 13,000 people and operate in 60 countries. Through our pioneering and sustainable share-and-reuse business model, the world’s biggest brands trust us to help them transport their goods more efficiently, safely and with less environmental impact.

What does that mean for you? You’ll join an international organization big enough to take you anywhere, and small enough to get you there sooner. You’ll help change how goods get to market and contribute to global sustainability. You’ll be empowered to bring your authentic self to work and be surrounded by diverse and driven professionals. And you can maximize your work-life balance and flexibility through our .

Job Description

As the Benelux Supply Chain Senior Talent Acquisition Business Partner, you will play a pivotal role in leading and transforming the talent acquisition model across CHEP’s Benelux supply chain operations, with a strong focus on transitioning from agency-reliant hiring to a more direct, controlled recruitment
model.

The role owns the end-to-end talent acquisition lifecycle for plant-based roles (hourly and early management), including workforce planning partnership, sourcing strategy, hiring delivery, employer branding, vendor management and onboarding.

A key objective is to centralise hiring accountability within Talent Acquisition, improving workforce stability, reducing agency dependency, and increasing cost efficiency and data visibility through Workday.

Key Responsibilities
May Include:

Utilize a variety of sourcing strategies, including job boards, social media, networking, and referrals, to identify and engage potential candidates. Review resumes and applications to assess candidates’ qualifications and fit for the position, conducting initial phone screenings to evaluate their interest and skills. Prepare and present a shortlist of qualified candidates to hiring managers, highlighting their strengths and alignment with the job requirements. Coordinate and schedule interviews between candidates and hiring managers, ensuring a positive candidate experience throughout the process. Managing Candidate Pipeline: Maintain an organized candidate pipeline, tracking progress and ensuring timely follow-ups with candidates throughout the recruitment process. Develop and maintain relationships with candidates and hiring managers to understand their needs and preferences, providing a consultative approach to recruitment. Leverage applicant tracking systems and recruitment technology to streamline processes and enhance candidate experience. Adhere to all relevant employment laws and regulations, ensuring fair and equitable hiring practices. Track recruitment metrics and provide regular updates on candidate progress, hiring outcomes, and market trends to support continuous improvement in the recruitment process.

Key Accountabilities

Lead the transition from an agency-led to a direct hiring model, reducing dependency and costAct as the single point of accountability for all hiring, centralising recruitment through TAOwn and deliver end-to-end operational recruitment across plant-based roles (volume & critical positions)Elevate Employer Value Proposition (EVP) and local attraction strategies to strengthen direct hiring pipelinesPartner with Operations and HR to improve workforce planning, forecasting, and hiring anticipationDrive standardised hiring processes and governance across all sitesEnsure full adoption of Workday (ATS) as the single source of truth, improving data quality and visibilityOptimise agency usage, vendor performance, and commercial outcomes in partnership with ProcurementLead stakeholder alignment and change management, embedding TA-led ways of working

Experience

Proven experience leading end-to-end talent acquisition in high-volume, operational environments (ideally blue-collar, supply chain, or manufacturing), with exposure to agency settings an advantageStrong experience partnering with Operations and HR leadership, influencing hiring decisions, workforce planning, and business outcomesHands-on capability in operational recruitment delivery, including sourcing, screening, interviewing, and offer managementExperience driving standardisation of hiring processes and governance across multiple sites or geographiesStrong working knowledge of Workday or similar ATS, with experience improving adoption, data quality, and reportingDemonstrated experience in developing and activating Employer Value Proposition (EVP) and local attraction strategies

Skills & Knowledge

Strong a