Enterprise HR Business Partner

Key Responsibilities

• Particular emphasis is on delivery of HR activity where local context is required. 
• Interfaces with Global HR Business Partners  teams to: Provide input on talent conversations and processes, Give visibility to talent needs in the country Ensure continuity in career and development plans for high potential employees and to provide any other insight that may be helpful or necessary for the Global Talent Strategists holistic view of their organizations. 
• Accountability for local deployment & delivery of  HR processes, projects and change programmes. Including policy and procedural compliance across the area and responsibility for Diversity & Inclusion deployment, monitoring and compliance.
• Advise, guide and coach managers on their HR responsibilities, management behaviours and  team management areas.
• Drive the effectiveness of the HR delivery model ensuring consistency and optimization of HR processes and approach across countries or location ( where possible). In particular; Guide local leaders and line managers to obtain support from the right areas; Utilising resources at a country or site level to ensure effective use of team resources. Maintaining strong partnership with all key stakeholders in the HR model to enable integrated HR Service delivery.  
• Ensure accurate data management on all organisational changes and complying with approval & notification procedures
• Create and maintain an effective working relationship with the local Works Councils, managing the information and co-determination rights with the aim of a successful implementation of business changes.  
• Provide effective employee relations and a positive working climate locally, closely working with employee  representatives groups , line management and liaising with the ER Leader, where necessary. In particular;
• Work with managers to ensure effective application of  agreed working practices and arrangements.
• Ensure information and consultation processes are followed.
• Be a champion for employee advocacy and engagement, acting on issues and informing the wider agenda.
• Manage local components of projects and wider change programmes. In particular;
• Implement site level organisational change / re-design
• Support wider business /corporate and HR change programmes
•  Identify gaps and improvements in local HR service provision in line with HR strategy, suggesting initiatives for the local agenda where appropriate.
• Manage local projects aligned to HR Business Operations priorities as required.
• Interface with COE’s (Talent Acquisition, Compensation & Benefits, Talent, Engagement & Development and DE&I) to ensure a consistent approach on Nielsen’s Employment Value Proposition, Culture, Leadership and Engagement initiatives across the Region.
• Identifies, designs and delivers country-specific  in the areas of onboarding, employee relations, total rewards, benefits, compensation, Learning, engagement and internal communications.
• Work closely with HR Cluster Leads to identify, streamline & provide effective & optimized HR services.
• Partner with the local and international  Corporate Functions ( Finance, Legal, Integrity Real Estate) to ensure integration of HR operations and policies into the larger regional and country-specific operational needs, such as budgets, compliance and regulatory requirements
• Ensures all practices adhere to the utmost integrity and compliance in all regulatory matters.
• Crisis Management as needed 

Key Experience & Qualifications

• Bachelor’s degree in HR, Business Administration or legal field; Master degree preferred 
• Broad knowledge of the HR best practice across Employee Relations, Reward, Resourcing, Development and Employment Law.
• Minimum of 3 years experience as HR Business Partner and working for a multinational company 
• Solid knowledge of  managing works council relationship
• Knowledge of Dutch employment laws, regulations, and procedures
• Experience of managing ER cases
• Broad change management skill set, combined with ability to apply project management principles to deliver and support organizational change.
• Well-developed customer and relationship management skills, including credibility and influencing skills. Strong customer service orientation.
• Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations, as well as handle multiple competing priorities. 
• Ability to build a positive employee relations climate, advocate for employees and maintain objectivity, even under pressure from other stakeholders.
• Experience and knowledge in managing HR activities and resources; balancing conflicting priorities and handling ambiguities.
• Fluid in English and Dutch, other European languages are a plus