Junior HR Business Partner

• An attractive salary. Up to €4,858 on a full-time basis.
• Extras. In addition to your salary, you receive an 8% holiday allowance, have the chance to earn a bonus of up to 8%, and receive a fixed year-end bonus of 3%. Naturally, you will also receive a travel allowance of €0.25/km.
• Freedom. 25 vacation days and the possibility to purchase extra vacation days. This way, you keep all the space for what is important to you.
• Appreciation. With good performance, you can count on an annual salary increase, on top of the regular indexation.
• Continue learning & developing. Through the Refresco Academy, you have access to various trainings and plenty of opportunities to further develop yourself.
• Growth opportunities. Within our internationally growing company, you will get plenty of opportunities and space to further develop yourself, grow, and fully utilize your potential.
• Flexibility. Working from home or at the office? It can be both. You get the freedom to work hybrid, with a work week of at least 32 hours.

Do you want an HR role with plenty of variety, responsibility, and room for your own initiative?

As a Junior HR Business Partner, you combine operational HR tasks with advisory work and HR projects. You act as a sparring partner for employees and managers and deal with various topics, such as Performance Management, Talent Development, and absenteeism. Additionally, you ensure the smooth running of personnel administration and payroll preparation.

You will work for our plants in Zoetermeer and Bodegraven and will be given plenty of room to work independently, take initiative, and further develop yourself into a full-fledged HR Business Partner.

• Acting as a point of contact for employees and managers and advising on operational HR issues.
• Coordinating the performance cycle and supporting managers in its execution and follow-up.
• The management and coordination of all administrative tasks regarding onboarding, internal movement, and offboarding, anniversaries, absenteeism, and keeping the complete personnel file up to date.
• The onboarding process of new employees.
• Providing support during the offboarding process, such as conducting exit interviews and data analysis to gain insight into specific concerns or trends.
• Payroll administration; monthly preparation of salary changes.
• Support and independent rollout of recurring annual HR topics such as the performance cycle, Great Place to Work, culture programs, or Employer Branding.
• Continuous improvement of both the HR department and digitized processes, and identifying improvements for further automation.
• Timely and accurate entry, extraction, and reporting of information for KPIs and management reports (absenteeism, FTE, leave) using various HR systems.
• Keeping the terms and conditions handbook up to date.