HR Operations Lead Omnicom Media

• HBO+ or WO level of working and thinking.
• At least 8 years of experience within HR, including several years within HR Operations, HR Shared Services, HR Projects, or a senior HR Business Partner or lead role.
• Experience with optimizing HR processes, services, and HR systems.
• Experience with organizational changes, mergers, integration, and harmonization processes.
• Thorough knowledge of HR processes, terms of employment, payroll, and HR technology.
• Up-to-date knowledge of labor law and social legislation.
• Experience with HR data, reporting, and management information.
• Strong communication skills and a well-developed sense of stakeholder management.
• A continuous improvement mentality and the ability to translate strategy into operational execution.

A versatile role within an energetic and people-oriented organization where collaboration, development, and fun are central.

You will get the space to grow, take initiatives, and make a real impact.

In addition, we offer:

• Market-competitive salary + 26 vacation days
• Celebrate You Day: an extra day off to celebrate something special
• Healthy lunches and snacks at the office, free lunch once a week (on Fridays)
• Referral bonus scheme for recommending new colleagues
• Work-from-home days in consultation with the team
• Bike lease and travel allowance for a sustainable and pleasant way of traveling
• A Learning & Development team that helps you grow
• Friendly colleagues, sports activities, parties, pub quizzes, drinks, a Christmas and summer party, and more!
• Exclusive discounts: enjoy great deals on fashion, electronics, and leisure activities all year round

HR Operations Lead

As HR Operations Lead, you are responsible for the quality, continuity, and further professionalization of HR services. You ensure that HR processes, systems, policies, terms of employment, payroll, and personnel administration are optimally designed and align with the needs of the organization.

You are the connecting link between HR Operations, HR Business Partners, managers, and employees. Together with the HRBPs, you work intensively on translating organizational developments into effective HR solutions. Continuous coordination takes place regarding how changes, policies, and initiatives can be optimally integrated within the organization.

Additionally, you play an important role in the further integration and transformation of the recently merged organizations. You contribute to creating one uniform and future-proof HR environment in which colleagues are optimally supported and facilitated in their growth and development.

Responsibilities

• Responsible for the quality, effectiveness, and further optimization of HR processes throughout the entire employee lifecycle.
• Ensuring a consistent application of HR policy, terms of employment, and personnel regulations within the organization.
• Initiating and implementing improvements in the areas of HR processes, digitalization, and service delivery.
• Responsible for the further development, design, and effective use of HR systems.
• Safeguarding efficient, accessible, and high-quality HR support for managers and colleagues.
• Identifying opportunities for improvement and translating operational insights into structural improvements.

Collaboration with HR Business Partners & Organizational Development

• Intensive collaboration with HR Business Partners to translate business developments, organizational changes, and strategic priorities into appropriate HR solutions.
• Continuous coordination with HR Business Partners regarding the implementation and integration of HR policy, processes, systems, and change initiatives.
• Supporting organizational developments by ensuring that HR processes and services align optimally with the needs of the business.
• Identifying trends, bottlenecks, and needs from the organization and translating these into improvement initiatives within HR Operations.
• Contributing to a consistent employee experience and an effective execution of HR policy across all business units.
• Leading the HR Operations team, including personnel administration, payroll, and other operational HR specialties.
• Monitoring the quality, continuity, and uniformity of HR services.
• Coaching, developing, and inspiring employees within the HR Operations team.
• Ensuring clear processes, roles, and responsibilities within the HR operation.
• Stimulating collaboration, knowledge sharing, and further professionalization within the HR domain.
• Responsible for a positive and consistent employee experience throughout the entire employee journey.
• Responsible for the governance, quality, and further optimization of payroll and personnel administration processes.
• Ensuring correct execution of terms of employment, personnel regulations, and salary processing.
• Monitoring compliance with labor law, tax, and social legislation.
• Identifying relevant developments in laws and regulations and ensuring timely translation into processes, policy, and systems.
• Responsible for the implementation of relevant laws and regulations, including the European Pay Transparency Directive.
• Responsible for developing, implementing, and monitoring policy regarding absenteeism, vitality, and sustainable employability.
• Monitoring absenteeism trends and HR data and translating these into preventive measures and improvement initiatives.
• Ensuring consistent and qualitative execution of absenteeism processes within the organization.
• Supporting HR Business Partners and managers with complex or organization-wide absenteeism issues.
• Actively contributing to a healthy, engaged, and future-proof working environment.
• Directing the harmonization of HR policy, terms of employment, processes, and systems.
• Ensuring smooth implementation of changes within HR Operations.
• Working closely with HR Business Partners, management, and other stakeholders to successfully integrate change initiatives within the organization.
• Creating support and engagement around changes in processes, systems, and working methods.
• Developing and monitoring HR KPIs, dashboards, and management reports.
• Translating HR data into operational and strategic insights.
• Identifying trends and risks and converting these into concrete improvement initiatives.
• Facilitating data-driven decision-making regarding people, organization, and HR services.

In addition, you possess: