VF Corporation
Bornem, Belgium
15 dagen geleden

Position Summary

Reporting into the VP HRBP Brands EMEA and in close cooperation with the Brand Global President and the EMEA GM of Kipling the role of the Director, HRBP Kipling is to ensure an effective HR support to reach Brand objectives.

As a key member of the Kipling leadership team and the primary contact for the Global President, you will play a crucial role in translating global business strategy into people strategy and together with the GM for EMEA, implement these strategies alongside improving the employee journey experience.

Furthermore, you will drive organisational efficiency and acts as the change agent in organisational change processes, ensuring that best talents are employed and developed maximising their performance and potential across all functions

Key Responsibilities :

Translating business strategy into people strategy

  • Business Confidante to sr. leadership, to act as an advisor on HR and business issues and impacts
  • Recommend and execute organisational design, people strategies, and effectiveness to support business growth and needs
  • Define and implement all aspects of HR strategies and drives HR initiatives in line with Brand objectives
  • Keeping Leaders updated on HR / people initiatives
  • Organisation assessment and design

  • Identify & work together with Brand and HR Leaders in all Regions on the best organisation structure and employees to support the business growth
  • Challenge the shape and structure of functions based on internal / external benchmarking and networking to ensure efficiency
  • Facilitate the implementation of organisational development, support and facilitate re-structure needs as appropriate for the Brand
  • Talent Management

  • Facilitate cross regions Talent Management practices, such as the talent identification process and succession planning & talent development
  • Ensure the correct roll out of the performance management process for the assigned Brand, which includes setting objectives, appraisals, and salary re-views
  • Drive the performance management and development process to ensure employees level of performance and capabilities to meet current and future standards
  • Lead and drive culture and change management. Contribute to ensure flawless execution of performance improvement plans to address gaps in performance from diagnostics and / or major change projects and report on progress
  • Talent Acquisition

  • Understanding the talent needs of the business and identifying talent issues before they impact the business
  • Communicating business needs to our current COE’s for deliverables
  • People development / Training

  • Developing the next generation of leaders
  • Engage the line to develop people and support the Line Managers in managing their team career development by educating managers on career paths, coaching and performance management
  • Communicating business needs to our current COE’s for deliverables and "approve" on the final choice
  • Workforce planning

  • Responsible for long term workforce planning and for his execution partnering with the Recruitment team
  • Manage and ensure that all remuneration strategies for all employees are correctly implemented and followed-up in order to guarantee the correct application of all compensation and benefits related procedures and policies
  • Organisation effectiveness

  • Integrated global market engagement and brand culture implementation
  • Engage and build effective working relationships and communication channels within the business, HR community
  • Coaching and business partnering to the functional business leaders
  • Communicating organisational culture to employees
  • Leverage relationships with external institutions / suppliers to access top local talent
  • Drive active engagement with key stakeholders
  • Education / Skills :
  • Master degree
  • Master degree
  • A minimum experience of 5 years in a Senior HR role, preferably with cross regional responsibility
  • Acumen of international matrix organisation and business acumen
  • Flexible and able to adapt to changing environments.
  • Strong in gaining trust / commitment and building / maintaining relationships
  • Strong knowledge and some practical experience of social & labor legislation required
  • Structured approach, good planning & organisation skills
  • Good communication skills
  • Sense of confidentiality
  • Team Player
  • Proficiency in written and spoken English required Dutch is a plus
  • Competencies :
  • Business acumen
  • Business acumen
  • Organisational acumen
  • Talent Management acumen
  • Innovation
  • Leveraging Networks
  • Data Judgment
  • Solliciteren
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