Human Resources Manager

Purpose of the Role

Developing and implementing HR policies and tools that contribute to business objectives, organizational development, and growth in the Netherlands. Acting as a strategic partner and advisor to management and as a link between management, employees, works council, and external parties. Position in the Organization reports to the General Manager; functional (dotted line) reporting line to HR in the United States; leads HR staff.

• Policy and Advice – Developing and implementing HR policies in organizational design, talent development, compensation, and benefits; advising management on organizational development, leadership, and culture.
• Job Architecture, Compensation and Benefits – Developing, implementing, and managing job architecture, job evaluation, and salary structures for both collective labor agreement (CAO) and non‑CAO employees; creating compensation policies including merit increases and bonus schemes; monitoring correct job classification and salary grading; preparing for and implementing relevant legislation (including pay transparency).
• Labor Relations – Supporting consultation and consent procedures with employee representatives; representing the organization toward external parties such as FME; conducting negotiations and managing complex HR cases; maintaining contacts with works council, trade unions, FME, and other external stakeholders.
• Organization and Execution – Managing employee inflow, internal mobility, and outflow; designing and optimizing HR processes and systems; handling complex individual and collective HR cases; maintaining required staffing levels through recruitment, training, career planning, and competitive benefits; ensuring optimal performance of the HR system; representing HR during internal and external (customer) audits.
• Management and Control – Preparing and monitoring HR budgets (including recruitment, training, and workforce provisioning); defining and monitoring HR KPIs; providing management information (e.g., absenteeism and turnover); ensuring compliance with HR policies, procedures, and legislation.
• Projects and Change – Leading HR projects and implementations in the Netherlands and realizing structural improvements in the organization and HR.

Knowledge:
Bachelor’s or Master’s degree level, preferably in HRM or Business Administration; broad HR knowledge including compensation, labor relations, and organizational development.

At least 8 years of HR experience, preferably in a manufacturing or industrial environment; experience with job architecture, compensation systems, works council processes, and change management; experience in an international (US) context is a plus.

• Strong stakeholder and relationship management skills
• Analytical, results‑oriented, and organizationally aware
• Ability to translate strategy into execution
• Experienced in project and change management

• Delivery of effective and agile HR policies
• Proper design of job architecture and compensation structures
• Strong labor relations and effective external positioning
• Optimal staffing levels and workforce utilization
• Reliable HR information management
• Compliance with laws, regulations, and internal policies
• Development and implementation of HR policies, communications, and guidelines
• Promotion of training, development, and onboarding programs
• Fostering internal mobility and career development
• Management of HR‑related budgets
• Ensuring effective execution of HR processes