HR Manager; FTE

The HR Manager will be responsible for co-development and implementation of the HR policy for RSM EUR faculty and support staff, with an aim to achieve optimal staffing to support the execution of the School’sstrategic objectives and the overarching EUR strategy

The HR Manager will be instrumental in helping to define and implement the desired culture. RSM continues to develop in terms of size, quality, reputation,sensitivity and diversity. In this complex international environment, the role of our HR department needs to shift to one of human capital development rather than human resource management. RSM,likeany faculty, is a knowledge intensive organization where employees are autonomous professionals.

RSM operates in a highly competitive international context, with a large number of international employees (currently around 40 % of faculty), whereby recruiting and retaining talent is a challenge, especially in the uncertain political landscape.

This sits alongside our continued investment in the fundamentals our staff rely on: career mobility, fair reward, open communication, and a psychologically safe environment where people can grow, be recognized, and thrive, together supporting EUR's ambition to be 'one connected EUR.

The HR department is an enabler, supporting individuals, managers, and the Board to achieve targets and objectives. The context and culture of our organization is one of service orientation and customer friendliness: the HR department aims to provideexemplaryexperiencetoemployees in all HR related matters. The new HR Manager will build on new developments and strengthen and innovate HR policies, services and products to meet the changing needs of our organization.

The HR Manager works closely with the central HR department.

RSM consists of a public (RSM EUR) and private part (RSM BV). The public part is the faculty of business administration of the Erasmus University Rotterdam (EUR), offering its pre-experience programmes. The private part is RSM BV, offering post-experience degree and executive programmes. Both entities are governed by a single Executive Board and act as ‘One School’. Both entities have their own HR department, butare increasingly working together to create harmonized HR policies and instruments within the wider EUR framework.

• Be an
  accomplished people manager
  , who leads by example, has a hands-on mentality and possesses an elaborate toolbox of management skills aimed at stimulating collaboration and cohesion;
• Be able to successfully function ina complex organisation
  and navigate political sensitivities and conflicts of interest;
• Have proven project management experience in the field of cultural change
  ;
• Be a
  team player
  and have an open, professional attitude, able to both receive and give professional feedback;
• Also act as a hands-on (senior) HRBP with focus on projects in your portfolio: culture, faculty and EUR-related;
• Beproactiveand take initiatives to continuously improve
  policy and processes;
• Show ownership, take responsibility and get things done,by being persuasive and/or decisive, depending on what the situation calls for;
• Possess
  excellent advisory skills
  to counsel various stakeholders on a diversity of issues at various levels in the organisation;
• Have a
  clear vision
  on HR and be able to translate this vision into concrete actions, projects and deliverables for theorganisationand the HR department,taking into accountin- and external developments.
• Master’s degree
  in a relevant area with accompanying high level analytical skills;
• Broad experience
  in the field of HR,as well as experience with change management andorganisationaldevelopment
  ;
• Broad experience in the field of cultural change
  ;
• Knowledge of and experience in the field of
  HR analytics
  ;
• Mini…