The HR Manager acts as the primary point of contact for HR-related matters, serving both leaders and employees as well as leading HR coordinator. Specifically, they will be responsible for the following areas:
1. Change Management & Organization optimization
* Support organizational change initiatives to drive transformation and efficiency.
* Manage internal transfers to optimize resource allocation.
* Provide managerial support during organizational changes.
* Empower the organization by transferring responsibilities to the lowest level each time is possible
* Ensures that job profile are revisited one time per year
* Standardizes processes and roles whenever possible
2. Employee Administration
* Ensuring adequacy of personal data collection in line with local laws and practices
* Manage employees onboarding
* Manage terminations, layoffs, and offboarding processes while maintaining compliance and sensitivity.
3. Overseeing Payroll Process
* Liaison with the payroll provider to ensure timely and accurate exchange of information (e.g. new hires, terminations, salary changes, bonuses, leave).
* Coordinate internal data flows between HR, Finance, and the payroll vendor
* Ensure compliance with local labor laws, tax regulations, and company policies.
* Maintain confidentiality and data protection standards in line with GDPR and other relevant legislation.
4. Employee Relations
* Handle conflict resolution and grievance management to foster a positive workplace environment.
* Lead disciplinary actions and ensure fair, consistent procedures.
* Conduct and manage investigation processes for employee-related incidents.
* Ensuring professional relation with Union.
4. Recruitment & Talent Acquisition (TA)
* Manage end-to-end sourcing, interviewing, and hiring of candidates to meet workforce needs.
* Oversee the new hire onboarding process to ensure seamless integration.
* Conduct and analyze exit interviews to improve retention strategies.
5. Performance Management
* Facilitate goal setting and performance appraisals to align individual objectives with organizational goals.
* Ensures that the leaders evaluate their people min one time per year, through a physical annual performance review meeting.
* Implement the 30/60/90-day feedback process for continuous employee development.
* Develop and monitor Performance Improvement Plans (PIPs) for underperforming employees.
* Coordinate intern appraisals to support talent pipeline initiatives.
6. Employee Retention and Engagement
* Design and manage recognition and rewards programs to drive employee morale and facilitate Recognition events.
* Develop and execute engagement and action plans based on employee feedback.
7. Capability and Development
* Develop and oversee annual training programs to build workforce skills and capabilities.
* Identify training needs and implement targeted learning strategies.
* Focus on critical processes & roles to ensure organizational continuity.
* Facilitate high-potential employee identification and development (9 box)
* Manage career path planning and growth opportunities for employees.
* Support internal promotions through structured development plans (DP).
7. Workforce Planning
* Conduct headcount forecasting and workforce analytics to optimize staffing levels.
* Lead succession planning for key roles to ensure business continuity.
* Perform skills gap analysis to align talent capabilities with future business needs.
8. Data Analytics and Metrics
* Monitor and analyze KPIs for key areas to measure HR and workforce performance.
* Prepare comprehensive HR reports to support data-driven decision-making.
9. Communication and Marketing
* Oversee internal communications to ensure clarity and alignment across teams.
* Regularly walk the floor to engage with employees and foster informal communication.
* Connects with employees representatives of his or her area to ensure that they understand the decisions of the company and the intermediate managers
10. HR Policies and Compliance
* Lead the creation, updates, and implementation of HR policies.
* Conduct HR audits to ensure compliance with internal and external standards.
* Ensure adherence to labor laws and regulatory requirements across HR processes.
Requirements:
Leadership:
* Strong leadership, communication, and analytical skills.
* Ability to solve complex problems with long- and short-term implications.
* Expertise in talent acquisition, performance management, and employee relations.
* Ability to drive change, engage employees, and implement strategic HR initiatives.
* Strong organizational ability to develop cohesive plans.
* Ability to priorities duties and efficiently complete responsibilities.
Technical:
* Academic Degree: Bachelor’s degree in human resources, Business Administration, or a related field. A master’s degree in HR Management or equivalent is preferred.
* Engineering degree would be an asset.
* Minimum 10 years of experience within HR and min 5 years directly related to the duties and responsibilities specified preferably within the Manufacturing Industry.
* Proven experience in multi-functional HR roles within manufacturing environments, preferably automotive.
* Language Proficiency: Excellent command of English (written and verbal).
* Sound knowledge of Microsoft Excel;
* Former experience with Workday (HRIS) would be an advantage.
* Knowledge of state Belgian employment laws and regulations.