The HR Manager will be responsible for co-development and implementation of the HR policy for faculty and support staff of an academic institution, with an aim to achieve optimal staffing to support the execution of the institution’s strategic objectives and the overarching university strategy. The HR Manager will be instrumental in helping to define and implement the desired culture. The institution continues to develop in terms of size, quality, reputation, sensitivity and diversity.
In this complex international environment, the role of our HR department needs to shift to one of human capital development rather than human resource management. The institution, like any faculty, is a knowledge intensive organization where employees are autonomous professionals. It operates in a highly competitive international context, with a large number of international employees, whereby recruiting and retaining talent is a challenge.
This sits alongside our continued investment in the fundamentals our staff rely on: career mobility, fair reward, open communication, and a psychologically safe environment where people can grow, be recognized, and thrive, together supporting the university's ambition to be 'one connected university'. The HR department is an enabler, supporting individuals, managers, and the Board to achieve targets and objectives.
The context and culture of our organization is one of service orientation and customer friendliness: the HR department aims to provide exemplary experience to employees in all HR related matters. The new HR Manager will build on new developments and strengthen and innovate HR policies, services and products to meet the changing needs of our organization. The HR Manager works closely with the central HR department of the university. The institution consists of a public and private part.
The public part is the faculty of business administration of the university, offering its pre-experience programmes. The private part offers post-experience degree and executive programmes. Both entities are governed by a single Executive Board and act as ‘One School’. Both entities have their own HR department, but are increasingly working together to create harmonized HR policies and instruments within the wider university framework.
What you do
- Be an accomplished people manager, who leads by example, has a hands-on mentality and possesses an elaborate toolbox of management skills aimed at stimulating collaboration and cohesion.
- Be able to successfully function in a complex organisation and navigate political sensitivities and conflicts of interest.
- Have proven project management experience in the field of cultural change.
- Be a team player and have an open, professional attitude, able to both receive and give professional feedback.
- Also act as a hands-on (senior) HRBP with focus on projects in your portfolio: culture, faculty and university-related.
- Be proactive and take initiatives to continuously improve policy and processes.
- Show ownership, take responsibility and get things done, by being persuasive and/or decisive, depending on what the situation calls for.
- Possess excellent advisory skills to counsel various stakeholders on a diversity of issues at various levels in the organisation.
- Have a clear vision on HR and be able to translate this vision into concrete actions, projects and deliverables for the organisation and the HR department, taking into account in- and external developments.
What they ask
- Master’s degree in a relevant area with accompanying high level analytical skills.
- Broad experience in the field of HR, as well as experience with change management and organisational development.
- Broad experience in the field of cultural change.
- Knowledge of and experience in the field of HR analytics.
- Minimum of 5 years line management experience in a complex organisation.
- Languages: excellent command of both English (C1) and Dutch (C1), both verbally and in written communication is required.
Practical
- Temporary contract with possibility of extension.
How to apply
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