HR Solutions Partner, The Netherlands

Implements tactical and operational HR goals, contributing to the local execution of HR strategies and programs. Supports associates and managers within country and establishes and administers policies that govern the associate-employer relationship. Contributes to HR-related projects and processes within the location(s) supported, ensuring alignment with organizational priorities and compliance standards. Addresses diverse employee and organizational challenges, requiring analysis of workforce data, HR metrics, labor laws and organizational factors, while deriving solutions based on limited information and past precedents. Collaborates with internal stakeholders and HR partners to advise on HR strategies and initiatives, and may liaise with external vendors to ensure seamless delivery of HR services. Facilitates communication and engagement strategies, supporting leadership and associates in navigating complex HR matters and fostering a positive workplace environment. Builds and strengthens relationships with works councils and other internal stakeholders, and fosters a positive workplace environment.

Purpose The Senior HR Solutions Partner is the primary HR advisory contact for managers and employees on non-transactional matters within their country or focus area. HRSS handles first-line queries and transactions; this role provides second-line advisory expertise.. This role owns the full spectrum of employee relations, works council participation, local legal compliance, audit readiness, and the local delivery of HR programs — independently, without defaulting to escalation. The Senior HRSP advises pro-actively, owns cases to resolution, and demonstrates independent judgment. They actively co-own the HRSS transition and hold one or more multi-hat assignment contributing to a European program beyond their country scope.

1.  Employee Relations & Advisory Own ER cases within scope to resolution — disciplinary, grievance, absence, performance, termination. Escalate as appropriate, for example where no precedent exists or complexity is deemed medium to high. Advise managers proactively before issues become formal cases. Identify ER risk in absence trends, engagement data, and manager feedback before it surfaces as a case. Manage absence cases end-to-end: RTW meetings, OH coordination, leave management, statutory compliance tracking. Provide clear, structured HR advice on employment law. Know enough to advise independently and know when to engage legal counsel. 2.  Local Compliance, Policy & Reporting to Authorities Maintain and update country HR policies — ensure they are legally current, accessible to managers, and reviewed when legislation changes. Own timely statutory reporting obligations for the country which are not in CoE scope: social declarations, labor inspectorate filings, mandatory gender or pay equity reporting, and equivalents. Ensure employment contracts, addenda, and HR documentation always comply with local law and internal standards. Respond to requests from labor authorities, social security bodies, and equivalent institutions. 3.  ISO, Audit & Document Governance Ensure country is always audit-ready on HR elements for ISO, Finance, SOX, and customer audits. Oversee audit folder. Manage or instruct HRSS of mandatory archiving and retention of personnel files and HR documentation per local law and GDPR. Support internal and external audits with complete, organized documentation. Flag gaps pro-actively. Contribute to and validate local knowledge articles and HR templates within the centrally governed knowledge base. Collaborate with HRSS and CoE content owners to ensure content is current and user-friendly. 4.  Works Council & Union Engagement Lead WC/union meeting execution in-country — prepared, aligned with Cluster Lead and other key stakeholders, representing one coherent and pre-budgeted HR position. Prepare WC consultation documentation, dossiers, and