HR Business Partner

About the Business:

Depot Connect International (former Frans de Wit / Boasso Global Netherlands BV/MTC) are one of the Global leaders in the Isotank Industry. Operating through a network of 18 strategic locations, DCI Europe has become established as the premier and trusted provider of depot services, tank cleaning and transportation services for the ISO tank container industry in the UK and Europe. Consistently demonstrating, industry leading safety performance and sustainable operations.

HR Business Partner

Department / Location:

HR - Travel between Moerdijk, Botlek & Dordrecht

Reports to: HR Director Europe (based in the UK)

Main purpose job:

• Partner with the business to provide commercially-focussed people solutions that support the business plan and the company strategy and vision & values agenda.
• Develop a one company standard to support business growth and profitability.

1. Dimensions of role

Post dimensions

Financial/budget accountabilities:

• Supporting sector revenue and growth plans.
• Responsibility for training budget.

Staff responsibilities:

1 HR Consultant

2. Key accountabilities/responsibilities

1. Coach and support managers in all aspects of people management, engagement, complex ER/HR matters and succession/talent planning to achieve the status of a ‘trusted’ advisor.

2. Act as a change champion within your area of responsibility e.g. local forums, site participation schemes and depot engagement, Vision & Values, Performance Management, Remuneration and Benefits and HR projects working in a “can do” manner with all parts of the HR function and wider business.

3. In conjunction with the Head of HR and HR colleagues, actively identify gaps in policies and procedures, proposing and implementing changes to meet the business growth ambitions. Policies and procedures should be low maintenance, simple and fit within the DCI standard procedures.

4. Manage all recruitment activity, ensuring it meets the business resourcing requirements and identify alternatives to external recruitment i.e. internal development plans/promotions, training programmes (including management development) and graduate schemes.

5. Lead key people-related projects as determined by the Head of HR. These may include TUPE/new business activity, policy reviews, engagement activity etc. Proposing timely, accurate and simple solutions that drive value.

6. Be the ‘face of HR’ within the business ensuring the business needs are understood and fed into the HR proposition/planning and the HR service is delivering to the required standards. Provide high levels of customer service via a solution centric approach, where you are involved in solving business problems and providing solutions that drive business strategy.

7. Lead succession planning processes (i.e. Depot People Plans) to ensure achievable talent plans are in place to create a pipeline of talent and sustainable organisational capability. Be fully conversant with commercial issues with people linkages e.g. TUPE agreements, allocation of staff contracts, end of contract terms and services, quality and indemnity

8. Translate business challenges and use HR metrics to develop a commercially-focussed people agenda/plan for your business area - focus on pipeline (in/out) as well as core business.

9. Implement a range of HR practices within the business that will cover all people-related matters (ER, engagement, performance, L&D, resourcing, succession) and manage the change processes within your business area. Ethos is a simple, standard DCI procedure that flows across all sites/functions/countries.

10. Work in conjunction with HR colleagues to develop and deliver the HR strategy to ensure one DCI and one HR team approach.

11. Produce HR metrics for your area of responsibility and Identify trends to proactively improve performance, attendance, engagement, productivity and profitability. Set out team objectives within the 365 plan and achieve against this plan.

12. Influence and manage all training needs and expenditure for your area of responsibility. Identify Training needs via performance appraisal processes and identify internal and external training providers that offer value for money and quality outcomes/qualifications.

3. Stakeholders

Internal:

Senior Management Team, Depot and Transport Managers, Works Councils, Employee Reps and all employees

External:

Service providers i.e. Occupational Health, Payroll providers. Regulatory bodies

4. Experience, knowledge, qualifications & training

Skills:

• Coaching
• Presentation
• Collaboration/facilitation
• Proven research and analytical skills
• Commercial awareness
• Effective communication, influencing and negotiation skills
• Numeracy and data management
• Professional/act on integrity
• Approachable
• Diplomatic and tactful
• Team player/collaborative
• Insightful & self-aware
• Trust & confidence

Level of experience

• Experience in a HR generalist role
• Experience of working in a similar industry
• Proven track record of dealing with complex ER issues, decision making and challenging the ‘Status Quo’
• Experience of leading on organisational change projects including restructures, TUPE and redundancy programmes
• Senior level of experience in organisational change, recruitment and organisational design

Minimum special knowledge and skills required:

• Degree level (or relevant experience)
• CIPD Level 7 qualification or equivalent HR qualification

5. Key behavioural indicators

Key Behaviours

Business Acumen

We want our employees to understand our industry and our business. We will work with them and develop them to understand the external and internal factors affecting the way we work.

Drive for Results

Everything our employees do should be with the purpose of building on and improving our fantastic business. The measure of our employees is the measure of our results.

Forward Thinking

Whilst completing current workloads and projects, we encourage our employees to be thinking about what they are doing and how it may look in the future or changes that can be foreseen

Company before Ego

A great company is not built on individuals, it is built on teams and we appreciate the input of every employee, we encourage all of our staff to do the same.

Cares about people

People are the heart of our business and we want to ensure those we recruit, employ and develop have the same core value, understand the diversity within their teams and can adapt style and approach accordingly.

Effective communicator

As a company that wants to engage its workforce, we want an open, honest and transparent approach to communication, with appreciation of the impact of getting this right.

Soort dienstverband: Fulltime, Uitzicht op vast
Contractduur 12 maanden

Salaris: €4.000,00 - €5.000,00 per maand

Rooster:

• ma-vr

Secundaire arbeidsvoorwaarden:

• Pensioen
• Reiskostenvergoeding
• Telefoon van de zaak

Soorten aanvullende vergoedingen:

• Vakantiegeld

Ervaring:

• HR Business Partner: 2 jaar (Gewenst)

Taal:

• Nederlands (Vereist)
• Engels (Vereist)

Bereidheid om zakelijk te reizen (naar het buitenland):

• 50% (Gewenst)

Werklocatie: Onderweg