Senior Talent Acquisition Business Partner

ppCHEP 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 Hybrid Work Model. /ph3Job Description /h3pAs 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. /ph3Key Responsibilities /h3ulliUtilize a variety of sourcing strategies, including job boards, social media, networking, and referrals, to identify and engage potential candidates. /liliReview resumes and applications to assess candidates’ qualifications and fit for the position, conducting initial phone screenings to evaluate their interest and skills. /liliPrepare and present a shortlist of qualified candidates to hiring managers, highlighting their strengths and alignment with the job requirements. /liliCoordinate and schedule interviews between candidates and hiring managers, ensuring a positive candidate experience throughout the process. /liliManaging Candidate Pipeline: Maintain an organized candidate pipeline, tracking progress and ensuring timely follow-ups with candidates throughout the recruitment process. /liliDevelop and maintain relationships with candidates and hiring managers to understand their needs and preferences, providing a consultative approach to recruitment. /liliLeverage applicant tracking systems and recruitment technology to streamline processes and enhance candidate experience. /liliAdhere to all relevant employment laws and regulations, ensuring fair and equitable hiring practices. /liliTrack recruitment metrics and provide regular updates on candidate progress, hiring outcomes, and market trends to support continuous improvement in the recruitment process. /li /ulh3Key Accountabilities /h3ulliLead the transition from an agency-led to a direct hiring model, reducing dependency and cost /liliAct as the single point of accountability for all hiring, centralising recruitment through TA /liliOwn and deliver end-to-end operational recruitment across plant-based roles (volume critical positions) /liliElevate Employer Value Proposition (EVP) and local attraction strategies to strengthen direct hiring pipelines /liliPartner with Operations and HR to improve workforce planning, forecasting, and hiring anticipation /liliDrive standardised hiring processes and governance across all sites /liliEnsure full adoption of Workday (ATS) as the single source of truth, improving data quality and visibility /liliOptimise agency usage, vendor performance, and commercial outcomes in partnership with Procurement /liliLead stakeholder alignment and change management, embedding TA-led ways of working /li /ulh3Experience /h3ulliProven 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 advantage /liliStrong experience partnering with Operations and HR leadership, influencing hiring decisions, workforce planning, and business outcomes /liliHands-on capability in operational recruitment delivery, including sourcing, screening, interviewing, and offer management /liliExperience driving standardisation of hiring processes and governance across multiple sites or geographies /liliStrong working knowledge of Workday or similar ATS, with experience improving adoption, data quality, and reporting /liliDemonstrated experience in developing and activating Employer Value Proposition (EVP) and local attraction strategies /li /ulh3Skills Knowledge /h3ulliStrong ability to operate in a fast-paced, matrix environment, balancing operational delivery with transformation /liliExcel