Belgium | Rodgau Germany

Responsibilities

Location Heverlee – Leuven, BE Job ID REQ-053130

As Director, Human Resources, you will partner with senior leaders and country HR teams across Europe to provide forward-thinking HR service delivery and strategic thought partnership. With the expertise to build organizational capabilities, you will enhance our goals of hiring, engaging, and developing top industry talent.

HR Leadership/Partnership: Work alongside senior management to identify and address the critical needs of the business and achieve goals that support a long-term people strategy.

• Partner with senior leadership to identify and address the critical needs of the business, translating those needs into local HR initiatives focused on delivering growth.
• Use data and systemic thinking to diagnose key areas for change and connect insights back to business strategy. Collaborate and ensure alignment and integration with global HR strategic priorities.
• Coach and counsel local leaders through insight, constructive feedback and challenge to more effectively drive business performance and organizational efficiency. Support implementation of organization and/or culture changes initiatives.
• Encourage, support, and educate People Leaders so that they can more effectively manage their people, including best use of standard HR tools, systems, processes, and interventions.
• Respond to complex, escalated queries from leaders around HR policies and processes. Partner Global HR and COEs to support local initiatives and assist with delivery of special projects.
• Support global and regional HR initiatives designed to build a compliant, competitive, and cost-effective HR function. Lead HR processes, initiatives and day-to-day activities for assigned region. Effectively manage the region’s HR budget and contribute to any cost containment initiatives.
• Identify key targets to improve (HR metrics) to analyze and solve business problems that impact organizational effectiveness (improve productivity, reduce cost, increase retention/engagement, and increase profitability).
• Build a strong network and credibility across HR as a role model, working across boundaries to meet local needs.

Talent Strategy:

• Develop and implement local Talent Strategy, connected with global business strategy, focused on identifying required capabilities, diagnosing gaps, and developing interventions.
• Participate in organization diagnostic processes that evaluate structure, competency, knowledge, and talent gaps and develop specific strategies to fill the gaps. Represent local trends and insights that will inform broader strategy and actions.
• Ensure execution excellence of all annual talent and performance management processes, including performance management, development, succession planning, etc.
• Ensure effective talent acquisition processes, on-boarding, and new hire productivity.
• Identify ongoing opportunities to drive improvements in the way we attract, engage and retain a high-performance team.
• Develop leaders’ ability to manage and develop diverse talent and supports leaders to create the right environment to support career and growth opportunities.

Culture & Engagement:

• Continually evaluate local culture and engagement. Influence local leadership to develop effective engagement strategies and execute local events and programs designed to increase associate engagement.
• ​Spend time with local teams and employees to understand needs and facilitate effective communication channels.

Labor & Employee Relations and Compliance:

• Partner with Country HR Managers to ensure resolution of site/country/region employee relations/works council issues and implement strategies to mitigate issues and/or enhance performance in compliance with local employment law.
• Advise business and global HR leaders on disciplinary process and risk assessment on employee relations and performance related issues. Liaise with internal and external legal counsel as required.
• Support the development and implementation of local, regional and global HR policies and processes in country/region, driving process standardization, simplification and improvement and ensure appropriate controls are in place and monitored.
• Provide day-to-day employment law advice and counsel to HR and management on a variety of subjects including employee terminations, leaves of absence, reasonable accommodations, employee relations including discipline, restrictive covenants, employment and separation agreements.
• Partner with legal team to develop, lead, drive, and implement projects to identify and proactively manage legal risks.
• Manage employment litigation working with inside and outside counsel.

Total Rewards:

• Partner with the Total Rewards COE, global HR team, and local leadership effectively use and implement total reward programs and processes including merit review; equity planning; bonus planning; promotions; special adjustments, and global mobility.
• Support and/or lead projects providing/contributing Reward expertise as required. This includes Mergers and Acquisition activity, benefit integrations, and the establishment of new market propositions.

BASIC QUALIFICATIONS

• A Bachelor’s degree in industrial/organizational psychology, human resource management, business or a related field.
• 10+ years of experience in progressive roles in human resources, with prior experience leading a team.
• Experience supporting multi-site/country operations in Europe. In-depth knowledge of European employment laws, including strong knowledge of and experience with local unions and the Works Councils.
• Broad understanding of the technical and functional components of human resources, including recruiting, talent management, organizational design/development, succession planning, leadership development, compensation; compliance; planning; M&A due diligence and integration, associate communications; training and development, Diversity & Inclusion, and employee relations.

PerkinElmer is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability status, age, or veteran status or any other characteristics protected by applicable law. PerkinElmer is committed to a culturally diverse workforce.