The Senior HR Manager will lead the strategic and operational HR responsibilities for our client, ensuring alignment with global HR initiatives while addressing local needs. This role is pivotal in fostering a high-performing, inclusive, human-centric, and compliant workplace culture that supports business growth and employee engagement & well-being.
The Senior HR Manager typically oversees the full spectrum of HR operations, including both soft and hard HR tasks:
- Talent Acquisition & Retention: Leading recruitment strategies, onboarding processes, and retention initiatives. This includes but is not limited to overviewing and adapting the current process and channels and keeping an open mind for new initiatives and sources (job fair strategies, and school partnerships). Ensure alignment with GDPR and privacy regulations, overview job descriptions and plans for growth (career plans).
- Policy Development: Creating and updating HR policies that align with organizational goals and legal requirements. Adapt (if applicable for Europe) US policies and requirements in line with EU regulations and local differences.
- Employee Relations: Managing performance evaluations, disciplinary actions, and conflict resolution. Coaching management team and developing individual plans for further growth. Develop a structured approach for employee retention & HIPO staff. Consistent reporting on retention, turnover and headcount, and manage the well-being plans and employee initiatives driven by HR. Serve as a trusted advisor to managers and employees on HR matters. Organize employee engagement activities and internal communications.
- Compensation & Benefits: Designing equitable and competitive packages to attract and retain top talent. Overview payroll in different regions and lead constant optimization initiatives for employee benefits & compensation. Align and investigate local differences and analyze possibilities for improvement. Manage car fleet and initiatives for salary optimization (such as the FIP, mobility plan, etc.) – compare current packages and advantages following market standards and changes. Advise on market and labor-related changes and requirements. Oversee payroll and administrative processes with accuracy and confidentiality.
- Compliance: Ensuring adherence to local, regional, and international labor laws (e.g., GDPR in Europe). This includes the policy review and creation (all policies), the information channels for employees and external partners (such as FAQ, HUB for content and self-servicing, etc.). In this role, you will be on top of European legislation (HR-related) by following info-sessions or keeping an eye on different websites/platforms, and informing your HR team and the management team.
- Diversity & Inclusion: Promoting inclusive practices and training programs, especially relevant in the European context where HR Managers are directly responsible for inclusion initiatives.
- Strategic HR Planning: Collaborating with leadership to align HR strategies with business objectives. Part of the management team and responsible for in-depth analytics and process improvement. Responsible for budgets and budget control, headcount reporting and restructuration plans and strategies. Developing retention plans and ensuring business resilience and operational success.
- Safety & Prevention: Coordinating the safety and prevention advisor, who will be in charge of training for workplace safety and acting as liaison for health-related certifications.
- Training Plan: Develop training plans and training possibilities in line with growth plans and company vision. Implement performance management systems and career development frameworks.
- Management: Lead and guide the HR team (2 HR Business Partners) ensuring the long-term success of the HR team that plays a central role in the growth & well-being of the European team. Guide and coach the team, advise and lead by example. Ensure business resilience and focus on balancing the needs of employees and the company to ensure a positive work environment with room for growth and development of every individual. End responsible for all HR processes and decisions. Partner with senior leadership to align HR strategies with business objectives. Lead workforce planning, succession planning, and organizational design initiatives. Drive change management and cultural transformation programs.
- US Relationship: Develop a close collaboration with US counterparts ensuring open and transparent communication. Reporting and alignment (where possible) are key. In this role, you will be expected to clarify and update US-based HR colleagues about European legislation and cultural nuances.