Human Resources Manager

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.