We are seeking a highly experienced and proactive HR Manager to lead all Human Resources functions for our Belgian National Sales Company. This role acts as a strategic HR Business Partner to the Managing Director and leadership team, responsible for the full employee lifecycle. You will drive local HR initiatives, ensure effective implementation and localisation of global HR policies, and manage all aspects of HR, from talent management and employee relations to compliance and strategic workforce planning, playing a pivotal role in shaping our company culture and employee experience within a global framework.

Education:

• Bachelor's or Master's degree in Human Resources, Business Administration, Law, or a related field.

Experience:

• Minimum of 7-10 years of progressive HR experience, with at least 3-5 years in an HR Manager or senior HR Business Partner role within a multinational environment

Essentia l:

• Proven expertise in Belgian labour law, collective bargaining agreements, and managing Works Council relationships.

• Demonstrated experience across the full HR lifecycle, including recruitment, talent management, employee relations, policy development, and payroll/benefits oversight.

• Track record of successfully implementing and localising global HR policies and programs.

Skills:

• Mandatory: Fluent in English and in one of Dutch or French (written and spoken)

• Strong business acumen, strategic thinking, and the ability to align HR with business objectives.

• Excellent communication, negotiation, and interpersonal skills, capable of influencing local and global stakeholders.

• High integrity, discretion, and ability to handle confidential information.

• Strong organisational, problem-solving, and analytical skills, with proficiency in HRIS and Microsoft Office Suite.

• Maintains strong relationships while building credibility with business groups, departmental heads, and business leaders to understand the business's needs, goals, and challenges.

• Provides HR support and expertise in employee relations, recruitment, onboarding, benefits, leaves, performance management, company policies, training, and legal requirements. Partners with leaders to develop appropriate action plans related to people and culture issues.

• Manages new hire orientation and training programs and completes all new hire documentation in compliance with company standards and government regulations. Tracks, analyzes, and reports exit interview data and makes recommendations that drive retention.

• Coordinates with Associates and Specialists to ensure that all activities related to the HR function comply with department and company policies, legal requirements, relevant labor laws, and the Employment Act.

• Implements change management practices and initiatives in alignment with the company’s Change Management Philosophy and guidelines. Manages the enablement of a business change, including talent aspects of organization structure changes, talent integration related to mergers and acquisitions, etc., while ensuring minimal business disruption.

• Collaborates with the employee relations team and departmental managers for the resolution of employee relations issues and the thorough conduct of investigations related to employee matters. Produces and presents a monthly and quarterly Corporate HR Dashboard and implements a data strategy with the Business.

• Participates in HR program advocacy through frequent interaction with internal personnel across the business, communicating the business value of HR initiatives such as improved employee productivity and a positive work environment.

• Partners with Business, Talent Acquisition, Talent mobility, and Talent Development teams to identify workforce needs and support key talent initiatives like workforce planning, high-potential employee development, succession planning, etc.

• Administers talent strategies in alignment with the vision and objectives of the business. Manages the delivery of short-term HR projects involving the analysis of quantitative, qualitative, and trend data and distilling information from a variety of sources to systematically design solutions in support of business objectives.

• Performs talent management responsibilities, including performance management, disciplinary action, terminations, recruitment, pay decisions, and other personnel actions.