Role Purpose

We are seeking a dynamic and experienced HR Advisor to join our team in the Netherlands. The Senior HR Advisor will play a crucial role in supporting our workforce across multiple countries, ensuring alignment with our core values, and contributing to the overall success of the company. Reporting to the HRBP Mainland Europe, the Senior HR Advisor will oversee HR functions with a primary focus on employee relations, policy management, performance coaching, benefits administration, people analytics, process optimization, open communication and inclusion & diversity.

Skills & Qualifications

• Educational Background: Bachelor’s degree in Human Resources, Business Administration, or related field.
• Experience: Minimum of 5 years of experience in a similar HR role, preferably within a global organisation.
• Knowledge: Strong knowledge of HR best practices, employment laws, and regulations in the Netherlands (and Belgium is a plus).
• Communication: Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organisation.
• Conflict Resolution: Proven experience in conflict resolution, talent development, and performance management.
• Analytics: Experience with people analytics and data-driven decision-making (Excel, PowerBI, SPSS)
• Certification: HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is a plus.

Behaviours

• Inclusion: Demonstrated commitment to diversity, equity, and inclusion.
• Independence: Ability to work independently and as part of a remote team in a fast-paced, dynamic environment.
• Resilience: Resilience and the ability to work autonomously, as the role does not have direct colleagues based in the same office.
• Self-disciplined: Self-disciplined and takes ownership of set assignments for desired results.
• Collaborates: A strong team player and collaborates effectively with the team and wider business.

Core Responsibilities

Employee Relations:

• Case Management: Lead on ER casework across multiple countries, including handling grievances, disciplinary actions, and investigations, ensuring fair and consistent application of policies.
• Conflict Resolution: Act as a mediator to resolve conflicts between employees and managers, facilitating constructive dialogue and solutions.
• Support: Provide expert advice and support to employees and managers on various ER challenges, fostering a positive and inclusive workplace culture.
• Conduct Exit Interviews: Conduct exit interviews with departing employees to gather feedback on their experience and identify areas for improvement.

Policy Implementation, Management & Compliance:

• Policy Development: Develop, update, and implement HR policies and procedures to ensure compliance with local, national, and EU regulations.
• Communication: Clearly communicate policy changes to employees and managers, ensuring understanding and adherence.
• Documentation: Maintain accurate and up-to-date policy documentation and ensure it is accessible to all employees.
• HR Handbook: Update the HR Handbook with new policies or changes in legislation.

• Audits: Conduct audits to ensure compliance with labor laws and internal policies.
• Training: Train managers and employees on new or updated policies and procedures.

Performance Management:

• Coaching: Coach managers on performance management practices, including setting objectives, providing feedback, and conducting performance reviews.
• Development Plans: Assist in creating and implementing employee development plans to support career growth and skill enhancement.
• Follow Up: Track and follow up on performance improvement plans to ensure progress.

Benefits Administration:

• Provider Relationships: Maintain and manage relationships with local benefit providers, ensuring services meet employee needs and company standards.
• Invoice Management: Review and verify benefit provider invoices for accuracy and resolve any discrepancies.
• Benefit Programs: Oversee the administration of employee benefits programs, including health insurance, retirement plans, and other perks, ensuring compliance with local regulations.
• Education: Provide guidance to employees on benefit plan options and enrolment processes.
• Payroll: Resolve any issues related to payroll discrepancies or benefit claims.

People Analytics:

• Data Analysis: Utilise people analytics to gather and analyse data related to HR metrics, such as turnover rates, employee engagement, employee relation cases and performance metrics.
• Strategic Insights: Provide insights and recommendations based on data analysis to support strategic decision-making and improve HR practices.
• Reporting: Prepare regular reports on HR metrics and trends to inform business leaders and support the people agenda for the region.

Process Optimisation:

• Efficiency Improvements: Identify and implement improvements to HR processes to enhance efficiency and effectiveness.
• Documentation: Keep internal folders and documentation up to date, ensuring accurate and organised records that are easily accessible.
• Technology Utilisation: Leverage HR technology tools to streamline processes and improve data management.

Open Communication:

• Feedback Mechanisms: Promote a culture of open communication by facilitating regular employee feedback sessions, surveys, and town hall meetings.
• Support: Act as a trusted advisor and point of contact for employees seeking guidance or support on various HR matters.
• Transparency: Ensure transparency in communication regarding HR policies, changes, and updates to foster trust and engagement among employees.

Inclusion & Diversity:

• Initiatives: Champion diversity, equity, and inclusion (DEI) initiatives, supporting the Employee Experience team programmes and strategies locally that promote a diverse and inclusive workplace.
• Training: Supporting where necessary the Employee Experience team to deliver DEI training and awareness programs.
• Monitoring: Monitor and report on DEI metrics and progress, providing insights and recommendations for improvement.