HR, recruitment and L and D

Sets the strategic people agenda, leads the hr function and holds board level responsibility for employership and labour relations.

Advises on pay, benefits and job evaluation, keeps reward policy market aligned and answers questions from employees and managers about it.

Handles recruitment for the organisation itself, builds candidate networks, conducts selection interviews and advises hiring managers on profiles and selection choices.

Designs and delivers training for employees, guides groups in learning situations and adapts methods to the level and practice of participants.

Advises management and hr on diversity and inclusion in hiring, progression and workplace culture, develops policy and measures progress against set goals.

Builds the organisation's position as an employer through stories, campaigns and channels, and makes sure vacancies reach and appeal to the right audiences.

Advises managers on recruitment, absence, performance and employment law questions and applies hr policy to concrete personnel situations.

Analyses workforce data on turnover, absence, intake and reward, builds hr dashboards and delivers substantiated insight for hr and board decisions.

Processes personnel changes and payroll data in a combined administration, checks source documents and delivers the input for the monthly payroll run.

Links the people agenda to the business goals of an organisational unit and advises management on headcount, talent and organisational development.

Leads the hr function, sets policy on recruitment, reward and development and advises the board on personnel and organisational issues.

Processes personnel changes, contracts and files, supports onboarding and offboarding and answers employee questions about schemes and procedures.

Leads hr projects such as implementing a new hr system, a reward review or a reorganisation, and manages planning, stakeholders and delivery.

Answers first line questions from employees about leave, contracts and schemes, processes simple changes and escalates more complex questions to an hr adviser.

Manages the hr information system, configures workflows and access rights, resolves technical issues and supports hr colleagues with reports from the system.

Recruits placements and interns, matches them with mentors in the organisation and monitors the quality and progress of internships throughout their duration.

Assesses and weighs jobs according to a job evaluation system, determines placement in salary scales and handles employee objections to their job grading.

Develops the organisation's learning offer, builds learning paths and digital modules and measures whether knowledge is actually applied at work.

Assesses the work capacity and employment options of employees after illness, advises on suitable work and records findings in a substantiated report.

Advises the employer and managers on absence guidance, working conditions and return to work, and monitors compliance with statutory absence steps.

Fills vacancies by approaching target groups, selecting candidates and guiding the process to offer, and advises on how realistic a profile is.

Places temporary workers with client companies, runs intakes and planning, handles hours processing and maintains relationships with candidates and clients.

Leads the recruitment team, sets sourcing strategy and selection methodology and is accountable for time to hire, quality and cost of intake.

Identifies training needs, draws up the training plan and budget, selects providers and evaluates whether training achieves the intended effect.