HR Business Partner

  • Location


  • Sector:

    Manufacturing & Engineering

  • Job type:


  • Salary:

    €80000 - €95000 per annum + plus 9% bonus

  • Contact:

    Margot Milders

  • Contact email:

  • Job ref:


  • Published:

    11 months ago

  • Expiry date:


  • Consultant:


Our client is an international company in manufacturing, with around 2000 employees globally.

For their office in the province of Zeeland they are open for a HR Business Partner.

Essential Functions

  • HRIS System: ensure 100% data compliance in HRIS system including handling of audits related to it (e.g. SOX) based on the respective DOA
  • HR Guidance: provide HR policy guidance and interpretation; develop contract terms for new hires, promotions and transfers; maintain in-depth knowledge of country-specific legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance as well as country-specific employment or other related legislation compliance; handle complex issues and escalated activities (e.g. disciplinary action or grievance and complex employee situations involving research)
  • Vendor management: manage various external vendors, e.g. Outplacement, Employee Assistant Program; contact person for key service providers such as temporary agencies, recruitment companies; work with COE and procurement in case of vendor selection and changes of the benefit program/pension fund
  • Strategic Planning: ensure that the people implications of business decisions are understood and addressed and support the implementation of business strategies and plans
  • Workforce Planning: assist the managers in evaluating the current and future talent needs; support the development of an appropriate workforce plan that identifies and responds to gaps in the current workforce and provide decision support and manager coaching; monitor employee related costs within country/function
  • Consulting: ensure that sites/function strategies are supported with HR programs in the areas of Operational Discipline, Learning & Development, Recruitment and Compensation & Benefit to provide competitive advantage; establish effective relationships with assigned management and act as a champion for HR initiatives and programs and support the local rollout of new/annual HR programs; coach the line managers as "super-user" of HR tools, programs and technologies; bridge line manager skill and capability gaps for all people related activities, e.g. setting objectives, performance review
  • Change Management: support management in executing change within their sites/function by using a consistent change management approach and build enthusiasm for and commitment to change amongst a range of stakeholders and recognize the need to actively engage and consult with staff, works council etc.
  • Works Council: dialogue with works council/social partners in close partnership with the HR BP II


Master's degree either in HR Management, Business Administration, or related field

at least 5-7 years of experience in a professional HR role (e.g. HR Generalist or HR Officer)

Special Skills Required

  • Language skills: fluent in English and Dutch both written and spoken is a must
  • Special Knowledge: understanding of HR Processes and Terminology including local requirements and relevant legislation, e.g. social security, pension fund; experience in executing HRIS processes
  • Organizational skills: manage own time effectively; keep track of own progress; balance conflicting priorities and ensure the completion of essential projects and meeting the deadlines; focus own activity on the agreed priorities and on getting things done efficiently and effectively
  • Business focus: understand how organizations function and the relationship within teams and business units; manage the interdependencies in relation to own site/function plan, priorities and actions, particularly regarding workforce; take into account the impact of external drivers and plans on the workforce; use HR metrics to measure the effect of initiatives and to ensure continuous improvemente
  • Strategic Thinking: understand the impact of trends on the organization's workforce and have ideas about how these might be addressed; contribute to strategic HR key priorities such as helping to design a talent management and succession plan aligned with business objectives and priorities
  • Decision making: ensure previous experience, standard procedures are correct, complete and consistent, ensure that conclusions drawn from the information are built on solid foundation; use previous experience, standard procedures and common sense to make decisions; stand by own proposal in the face of difficult questions, providing supporting evidence

Responsible for several locations and therefore experience with local labor law of various countries is beneficial; Countries in scope (Netherlands, Belgium, Sweden, Finland, UK);


The SR Group (Netherlands) B.V. is acting as an Employment Agency in relation to this vacancy.

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