HR Business Partner

Sopra Steria offers tailored, end-to-end corporate technology and software solutions to help clients make bold choices and deliver results. Successfully so! With more than 56.000 colleagues in 30 countries, we rank as Europe’s leading digital solutions provider. Some of the most successful companies in Europe rely on our technology due to our commitment to innovation, collaboration, and value in business development. The world is how we shape it. Let’s shape it together. 

The HR Business Partner plays a pivotal role in fostering a positive and productive work environment aligned with the organization's goals. The mission is to collaborate closely with the business, understand their unique needs, and implement HR strategies that drive employee engagement, diversity and inclusion, development, and overall organizational success.

Responsibilities:
• Strategic Business Partnership: Collaborate with senior leaders to understand business and align HR strategies to support the business goals. Act as a trusted advisor, providing guidance on HR-related matters and contributing to strategic decision-making and culture building.

• Talent Acquisition and management: Oversee the entire employee lifecycle, from recruitment and local onboarding to development, continuous dialogue, internal mobility and retention (offboarding). Partner with recruiters and hiring managers to set up a recruitment forecast, overall recruitment follow up and act as recruiter for senior/key profiles for the business.)

• Succession planning: Execute policies and procedures for identifying and developing high-potential employees for leadership roles. Creating a pipeline of talent to fill critical positions in the future.

• Organizational Culture and Employee Engagement: Fostering a positive and inclusive organizational culture in a business line that aligns with the company's values and goals. Designing initiatives to boost local employee engagement, satisfaction, and well-being aligned with the results and priorities identified within the internal satisfaction surveys Be an actor of the identification and animation to develop a cohesion culture within the BL/Market (sense of belonging and cohesion) but also a common culture with the transversal view with the rest of the country/area.

• Learning and Development: Follow up of learning and training needs (learning plan). Promoting continuous learning and professional growth opportunities for employees. Have an active role and knowledge on the skill management of their population of the BL or Market; proactively suggest training needs, certifications, soft skills development; from a strategic perspective for the business needs(top down) and from the employees expectations (bottom up).

• HR Processes: Onboarding new employees, conducting exit interviews, coordination of the HR Cycle. Follow up on Action Plans defined during talent reviews (HR Cycles/HR Committees), partnering with the People Managers, with a view on Action Plans deadlines, (ongoing, abandoned, completed); and the type of Action Plans (training, rotation/change of mission, reskilling, etc.

• Diversity, Equality, and Inclusion (DEI): Implementing DEI initiatives to create a diverse and inclusive workplace, promoting equality and eliminating bias in recruitment, promotion, and compensation.

• Change Management: Guiding the business line/market organization through changes (e.g. integrations). Implement change management strategies to minimize disruption and ensure successful implementation.

• Legal Compliance and Risk Management: Ensuring compliance with local labour laws regulations.

• Communication: Follow up internal communication for the business line/market, give advice and suggestions to improve internal communication in the business.

• Corporate HR projects: Active participation in development and implementation.

• HR Analytics: Use data / HR analytics to gain insights and to define people priorities. 

Key Results:

• Engaged workforce (engagement index)
• Diverse & inclusive culture (% females)
• Retention and turnover rate
• Absenteeism
• Internal mobility and promotions.

• Master degree or equivalent via experience.
• An excellent command of the Dutch language is a requirement.
• Strong in stakeholder management, organisational and business savy.
• Proactive approach on ongoing topics and challenges.
• Comfortable in managing complex situations; able to challenge the management when needed.
• Helicopter view in order to define priorities, with a focus on his/her scope but curious and aware of the transversal picture of the area to identify opportunities, gaps or risks.
• Act impactful to realise business objectives.
• Effective in change management & project management.
• Proven track record in matrix organisations.
• Proven experienced/ successful in the HR responsibilities mentioned above.

Position: Reports into HR and dotted to business line director or market director.

People are the cornerstone of our success. That’s why we aspire to be bolder together. Our goal is to build high-functioning teams and healthy team environments that inspire and help each other to deliver excellence for each of our customers.
Excited about this job opportunity? Ready to shape the world with us? Great! We are looking forward to your application!

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Sopra Steria is een werkgever die gelijke kansen biedt. Alle gekwalificeerde sollicitanten worden in aanmerking genomen voor een job zonder rekening te houden met leeftijd, afkomst, nationaliteit, huidskleur, verlof voor familie- of medische zorg, geslachtsidentiteit of -uitdrukking, genetische informatie, immigratiestatus, burgerlijke staat, medische toestand, nationale herkomst, fysieke of mentale handicap, politieke voorkeur, beschermde veteranen- of militaire status, ras, etniciteit, religie, geslacht (inclusief zwangerschap), seksuele geaardheid of enig ander kenmerk dat wordt beschermd door toepasselijke lokale wetten, voorschriften en verordeningen. We koesteren een werkomgeving die inclusief is en alle verschillen respecteert.