OVERVIEW

The HR Manager will be responsible for aligning HR strategies with business goals, ensuring compliance with Dutch labor laws and CLA requirements, and fostering a positive and productive work environment. The HR Manager will collaborate with key business partners across the organization to maintain legal and audit compliance, timely payroll and benefit administration, and to achieve staffing and recruitment objectives.

ESSENTIAL FUNCTIONS

• HR Strategy & Policy Implementation: Develop and implement HR strategies aligned with business objectives and Dutch employment law. Ensure compliance with the Collective Labour Agreement (CLA) and BPL pension scheme requirements.
• Talent Acquisition & Onboarding: Lead recruitment efforts, including job postings, candidate screening, and onboarding. Collaborate with hiring managers to define job descriptions and salary bands based on benchmarking data.
• Employee Relations & Compliance: Serve as the primary point of contact for employee relations, conflict resolution, and disciplinary actions. Maintain compliance with GDPR, VOG requirements, and Dutch wage tax documentation.
• Performance Management & Development: Oversee performance review cycles, support leadership development, and coordinate training programs tailored to Dutch labor market needs.
• Compensation & Benefits: Administer payroll inputs, benefits enrollment, and pension contributions. Ensure salary structures align with Dutch market standards and internal equity.
• HR Systems & Reporting: Maintain accurate employee records in HRIS (e.g., ADP), generate reports, and support audits and compliance checks.

SUPPORTIVE FUNCTIONS

In addition to the performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the supervisor based upon the requirements of the company.

• Partner with local leaders to support business objectives.
• Participates in administrative and Safety staff meetings and other meetings/seminars
• Manages compliance and developmental training through tracking, facilitation and follow-up on training programs

SPECIFIC JOB KNOWLEDGE, SKILL AND ABILITY

The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation.

• Fluent in Dutch and English.
• Self- Starter – Initially setting up a start-up company geared of substantive growth in next 12 months
• Ability to work in a dynamic environment and multi-task with competing demands and regulatory change.
• Adaptability – Ability to navigate and lead through change in a fast-paced environment.
• Strategic Thinking – A proactive mindset with the ability to anticipate challenges and identify solutions.
• Attention to Detail – Strong focus on accuracy and quality in operational execution.
• Resilience – Ability to stay composed and solution-focused under pressure, leading by example.
• Collaboration – Works well with teams and able to negotiate with partners to achieve business success.
• Initiative – Self-motivated with a drive to improve processes and drive results.
• Integrity – Upholds ethical standards and promotes transparency in decision-making.
• Strong knowledge of Dutch labor law, CLA frameworks, and HR best practices.
• Proficiency in HRIS systems (e.g., ADP) and Microsoft Office Suite.
• Excellent interpersonal, communication, and problem-solving skills.

QUALIFICATION STANDARDS

EDUCATION:

• Bachelor’s degree in Human Resources, Business Administration, or related field.

EXPERIENCE

• 5+ years of HR experience in a Dutch-based organization, international experience is a plus.
• 5+ years’ experience leading a team or department

LICENSES AND CERTIFICATIONS

• Ability to obtain a “Verklaring Omtrent het Gedrag” (VOG) from the Dutch government.