Set up the Human Resources function in foreign country entities
The goal of our assignment was to support the growth of Northern Europe country operations, through the set-up of a stand-alone HR function in those countries.
OBSTACLES AVOIDED - Hazards
Delicate phase
where an operation has reached a critical size requiring stand-alone HR support, systematic reporting and standardization of processes
Fragile
step between speed & comfort of an informal operating model of a small
entity and the needs for formalization and structure when becoming a mid-sized
company
OPPORTUNITIES TAKEN - Freebies
Use cross-country synergies (creation of an intranet, local newsletter, info sessions)
Coach and advise the local Management teams on Group best practices and key human capital topics
MILESTONES - Waypoints
Design manager & employee handbooks outlining legal regulations. internal processes &
procedures related to employment (such as workers regulations, hiring
procedures, promotion rules, training requests, salary review process, etc.) -
for local Danish and Dutch operations of an international organization
Inform, consult social partners and coordinate the
set-up of a workers council once the legal threshold has been
reached
Transfer the payroll supervision and social administration
from the Finance department and local management to HR.
Hire a local HR manager & team,
coach and transfer knowledge
In the process, we have seized the opportunity of the project to bring added-value on some side business aspects.
