Key Responsibilities
- Support the HRBP to deliver People initiatives within function/location, by providing operational support and advice on HR matters.
- Provide accurate and relevant (by country or function) advice on HR legislation and policy.
- Manage employee relation processes, including but not limited to, investigations, disciplinary procedures, recruitment, onboarding and talent management.
- Support the Senior HRBP and HRBP with the people plan in function, for example: performance calibration, talent forums, training and development.
- Support the HR Business Partners in employee relations processes and cases including absence, performance management, disciplinary procedures and outcomes;
- Support managers within function/region with their people processes, train and coach best practice and ensure they take responsibility for their managerial processes.
- Be the second line of support to queries that Ask.HR cannot answer immediately, by looking at legacy issues, patterns or further background. Where no policy exists build proposals and engage with COE or Operations.
- Be proactive in identifying people issues and trends within the business and work together with their key stakeholders in order to build and implement pragmatic and business orientated solutions;
- Work closely with the HR Operations and Services Teams, as well as the HR Centres of Excellence to align on key processes, policy application and changes within the business;
- Keep up to date with Dutch legislation, providing suggestions for changes and improvements to our own policies and processes
- Work closely with their HR colleagues, to contribute to HR projects, and provide ideas and suggestions;
Communication.Stakeholder
- Function/Regional Employees
- HR BP
- Senior HR BP
- COE Teams
- HR Operations
Communication.Type
- Information - Persuasion - HR Guidance
- Cooperation - Support and Advice
- Cooperation
- Cooperation - Guidance on People Products and Services
- Information - Cooperation - Best practice and ticket resolution
Communication.Frequency
- Continuous
- Continuous
- Frequent
- Occasionally
- Continuous
Level of Education.Level of Education
- Bachelor degree
Years of relevant Job Knowledge.Years of relevant Job Knowledge
- Basic Job Knowledge (1 - 3 years)
Requirements of special knowledge/skills
- An excellent knowledge of functional/regional employee legislation and policy.
- Ability to work on multiple projects with strong communication skills and experience working with multiple stakeholder groups.
- A degree in Human Resources or relevant experience.
- A good ability across HR systems for example Workday.
Pre-Employment Screening
If your application is successful, your personal data may be used for a pre-employment screening check by a third party as permitted by applicable law. Depending on the vacancy and applicable law, a pre-employment screening may include employment history, education and other information (such as media information) that may be necessary for determining your qualifications and suitability for the position.
