Senior HRBP

Netherlands

Monday-Friday 8:00 a.m. to 5:00 p.m.

Hybrid

The HR Business Partner supports a business unit or shared services leadership team and its people with a people-forward, data driven and CSC values-based approach. To this end, the HR Business Partner pro-actively partners, coaches and advises on how we lead and develop teams, how we solve organizational challenges, how we navigate employee relations issues, how we improve engagement and how we motivate and retain needed talent. Proper oversight and guidance on recurring HR activities – like induction, probationary meetings, exit interviews, mid and year end performance reviews, promotions, compensation round, mobility, and recognition – are key focus areas as well. Lastly, the HR Business Partner works together with other HR colleagues to successfully implement global HR initiatives.

 

Some of the things you will be doing:

Business Partnership – Provide strategic and people advice to business leaders.

Serve as a trusted advisor to business leaders and colleagues and translate business strategies into effective people programs. Advise and support business leaders (and, where required, regulated boards) on all (individual) people related matters, including supporting with actions and litigants in relation to people-related risks. Ensure that CSC's values are reflected in solutions to maintain its strong culture. Analyze and present a wide variety of people data, partner with leaders to take action and improve results. Ensure that HR queries are responded to in accordance with SLAs.

People Development – Unlock talent and unleash potential.

Provide advice on all aspects related to Talent Management in a high-touch, matrixed corporate environment. Partner with leaders to accelerate our talent pipeline by providing guidance, coaching and design & facilitation of training to develop existing and next-generation leaders. Facilitate talent assessments, gap-assessments, cohort and individualized development, measurement of progress, movement and iterating along the way.

Employee Experience – Initiatives focused on driving engagement, improve wellbeing and making CSC an employer of choice.

Support the roll out of Peakon employee surveys and monitor data as part of the life cycle of an employee, partner to develop action plans and regularly share input and suggestions to drive people priorities forward. Support local implementation of wellbeing initiatives, partner with wellbeing champions.

Employee Relations – Solve ER issues in in line with company values while remaining compliant.

Address and navigate complex employee relations matters. Perform root cause analysis, mitigate risk, and developing plans that support positive outcomes in line with company values.

Change Management – Act as a role model for change.

Support leaders through workforce planning and organizational design. Provide insight, facilitation, data, recommendations, and meaningful outcomes. Challenge the status quo. Work closely together with internal HR teams to support design and roll out of strategic HR initiatives.

Predictable Partnership – Ensure smooth recurring HR activities.

Oversee, guide and/or support the delivery of BAU employee life cycle activities such as induction, probationary meetings, exit interviews, mid and year end performance reviews, promotions, compensation round, mobility, recognition. Collate and share business feedback, collaborate with HR colleagues to identify and improve process efficiencies, improve the employee experience.

Consultation – Maintain positive relations with employee representation bodies.

In countries where this is relevant, manage and maintain effective working relations with employee representation bodies. Take care of consultation requirements in accordance with legislation.

Local Laws and Policies – Keep CSC compliant with legislation.

Keep up to date with legislative changes, share information with HR colleagues, guide and coach business leaders and colleagues. Develop, implement, and administer policies assuring compliance with legislation.

 

What technical skills, experience, and qualifications do you need:

 

 Consulting & advising, data literacy, information gathering, fostering communication, presentation, problem solving.  Business perspective, change management, employment legislation, policies & procedures, employment relations, partnering, strategic human resources planning, workforce planning, talent management, risk management. Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. Seven + years of experience in Human Resources, particularly in roles such as HR Generalist, or similar positions. Experience in business partnering or working closely with business units is preferred. A solid understanding of HR principles, practices, and regulations is essential. This includes knowledge of employment law, compensation and benefits, performance management, employee relations, talent acquisition, and HRIS (Human Resources Information Systems). Solid understanding of the supported business. This includes understanding the organization's goals, challenges, industry trends, and competitive landscape. Communicate clearly and professionally with employees at all levels of the organization, as well as with external stakeholders. This includes verbal communication, written communication, and active listening skills. Ability to build strong working relationships with business leaders, managers, and employees. Act as a trusted advisor and consultant, so the ability to establish rapport, earn trust, and maintain confidentiality is essential. Deal with complex HR issues, conflicts, and challenges. Strong problem-solving and critical thinking skills to analyze situations, identify root causes, and develop effective solutions. Act as a change agent. Project management skills, including planning, organizing, executing, and evaluating projects, are valuable. Effectively deal with sensitive employee information and adhere to high ethical standards. Upholding confidentiality, fairness, and integrity is paramount. Technology proficiency – Proficiency with HRIS (Human Resources Information Systems) and other relevant software tools is required. Be comfortable using technology to manage data, generate reports, and support HR processes. 

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