People Solutions Officer ( Snr )

Overview What you are expected to do :

a) Incoming Requests

Translating customer demand into sustainable and customer-oriented solutions in case of no available standard in place

Processing service requests on for example, hours and declarations, workforce administration, contracting, onboarding and learning administration

Keeping knowledge in our HR tools up to date

Connecting data from various HR systems

Continuously looking for improvements

Optimal collaboration from other teams within and outside HR

Motivate your teammates and ensure team spirit

b) HR Operations – TA, Onboarding, Talent, L&D, Workforce Experience, Workforce Admin, Time Management, Total Rewards

Second point of contact for employee as expert on the mentioned topics

Answer, handle and execute deviating, not standard complex questions and calculations (i.e. exceptions outside predefined bandwidth

Challenge the status-quo, set the quality bar for PS&S EU and America. Seek for improvement opportunities

Coach, guide and support tier 1 in their daily work proactively

Ensure that new / adjusted law- and legislation is processed in a right manner and translated into the existing services and solutions.

Trains the PS&S colleagues and educate them the background of law- and legislation (impact)

Check compliance and reports on non-compliance issues to relevant stakeholders (e.g. Corporate privacy officer)

c) Stakeholder- & Project Management

Linking pin position between various internal & external stakeholders

Responsible for end-to-end project execution for topics such as CLA Changes / Adjusted Benefits, Performance Management (Merit / Stip)

Participate regularly in tactical projects regarding own areas of expertise. Is able to take on activities within the project on his / her own, keep track of them and keep in touch with the stakeholders involved

Independently manage operational projects, such as the implementation of the yearly changes in base, bonus & incentive pay, including the increase in function year and the increase in CLAs

For those operational projects; formulate the project plan, coordinate the activities of the project members, monitor progress of project, manage and mitigate risks and adjust project plan when necessary.

Ensure excellent implementation of the yearly salary increase HAY and STIP bonuses based on the performance management cycle

d) Policy Changes Implementation

Proactively signal gaps & improvement opportunities in existing HR policies and contribute to development & implementation initiatives

Coordinative role towards PS&S EU and America to implement the policy changes; translating the changes into daily practices

Maintain knowledge up to date with regard to the HR systems SuccessFactors and ServiceNow (Finder)

• Is able to determine / flag the consequences of front-end changes to back-end system;
• Initiate (technical) change request for (necessary) system modifications and improvements;

Test, approve and monitor system changes. Fully understand the consequences and impact on processes and share this on a frequent basis with PS&S EU & America

e) Reports & Analytics

Support & coach in data driven way of working towards both business & PS&S EU & America

Handle incoming (complex) queries as part of CLA negotiations.

Responsible for reports and controls in line with ICF framework 7

f) Knowledge & Communication

Provide up to date documentation of own work processes and monitor / review the work instructions

Has knowledge on data privacy and compliance

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