HR Leadership & Change 

Executive HR Leadership

  • Develop & implement predominantly medium to long term people solutions, processes and policies, aligned to the business strategy
  • HR Partnering with executive business leaders to address complex & sensitive people issues, with a special focus on organizational development, key staffing, executive compensation, succession planning, internal mobility & development of key people. Privileged interface role between executive business leadership/Board level, corporate HR and site/local HR
  • Final safeguard for HR compliance and governance

All-Round HR Management

  • Daily operational HR management of a business unit or a number of local entities. Supervision of all local operational HR processes (payroll, staffing, performance management, training. social administration, employee relations, compliance…)
  • Participation to local Management Committees for all HR employee-related matters and business partnering on all key people issues (hiring, talent development, mobility, succession planning & reward evolution... )

Crisis Mgt & Transition Coaching

  • Ad interim replacement for a critical senior/executive HR position for which permanent hiring process is on-going (internally or externally) during the search period for a suitable candidate and during the transitioning period
  • Assistance, training & coaching of a candidate starting in a new HR role for a transition period, potentially in a “shadow” position

And all along the way...

Change Management

  • Assistance from an advisory, communication, employee engagement and liaising point of view in a change process.
  • Facilitation of the implementation of a major company change (e.g. changes related to organizational structures, reward strategy, cultural values, performance KPl's.. )