JOB DESCRIPTION >>> HR MANAGER
REPORTS TO
As a HR Manager, you report to your CEO.
JOB OVERVIEW
As a HR Manager, you are responsible for the HR department of Idealis Consulting. You supervise the HR team, you actively participate in recruitment for the final phases and when necessary, you ensure that all legal obligations are met (hard HR) and you ensure that everyone can evolve within a framework conducive to giving the best of itself (soft HR). You are attentive to everyone's needs, to the challenges encountered by team members and you propose solutions. You proactively implement HR processes adapted to the evolution of the company and its needs.
RESPONSIBILITIES AND DUTIES
As a HR Manager, your responsibilities will be as follows:
1/ Define, implement and maintain the HR strategy of Idealis Consulting
Define, implement and develop the HR strategy in line with the strategy of Idealis Consulting and its evolution
Validate the HR budget with the CEO
Proactively identify needs for improvement or implementation of new HR processes to ensure the development of each employee
Ensure the proper functioning of the HR department and the proper distribution of tasks within the department
2/ Supervise and actively participate in the recruitment of new employees
Promote Idealis Consulting to target audiences
Supervise the work of the HR team for all aspects related to recruitment
Participate in interviews when needed
Develop and submit job offers
Establish salary simulations, ensuring that they comply with Idealis Consulting's salary policy
3/ Supervise the people management and the vehicle fleet
Oversee monthly payroll
Validate the accuracy of HR data and the update of the ERP
Keep up to date with the latest developments in social legislation
Supervise the proper management of the vehicle fleet
Validate vehicle orders and resales
Ensure compliance with GDPR rules
4/ Internal and external HR contact point
Be the contact person for all HR questions from employees and external stakeholders
Be the main point of contact between employees and managers when needed
Ensure the onboarding and offboarding of each employee
Organize and participate in individual orientation and/or reframing interviews when necessary
5/ Implementation and monitoring of HR processes
Ensure the proper conduct of all HR processes (onboardings, offboardings, evaluations, training, review of job descriptions and the skills matrix, Talent review and succession plan, etc.)
Be the Project Manager of any new HR process
Coordinate the organization of training and seminars
Coordinate the obtaining of salary benchmarks and define/review the salary policy
Keep up to date with the latest HR trends and best practices and propose improvements
6/ Manage your team
COMMUNICATION:
the HR Manager communicates all the decisions and information he/she has and which will have been defined during the meetings (team lead meetings, sales meetings, etc.)
He/she organizes and communicates clearly during internal meetings
He/she ensures that the decisions taken during team lead and other meetings are understood and applied by his/her team
RECRUITMENT:
the HR Manager is involved in the recruitment process (stage 3) for the validation of an application for his/her team
ONBOARDING:
The HR Manager is responsible for integrating new employees into the team
He/she applies and monitors the follow-up of the new employee's training plan during the F2F according to the onboardings set up for the different profiles and colleagues of his/her team, until the delivery of the end of onboarding document
He/she appoints a coach for each new employee
He/she ensures the follow-up during the first two months of new employees according to the onboarding path set up
He/she ensures, if necessary, the certification of new employees
EVALUATION CYCLE:
The HR Manager is in charge of the complete evaluation cycle of the members of his/her team: for each stage of the cycle (contract interview, operational interview, development interview), he/she plans, prepares, organizes, holds meetings and communicates the reports to the CEO
REFRAMING INTERVIEWS:
The HR Manager spontaneously escalates problems in his/her team to the CEO in order to find ways to improve
He/she carries out reframing interviews if necessary
CAREER DEVELOPMENT:
The HR Manager ensures the development of the skills of the members of his/her team through the evaluation cycle and through informal interviews
He/she communicates to the CEO the skills needs of his/her team
He/she allocates the time necessary for training
He/she offers development prospects to his/her team members in line with individual aspirations and current skills
He/she discusses with the CEO his/her team's promotions and salary increases
He/she participates in annual Talent Reviews, he/she identifies “High-Potentials” and plans with the CEO their development over the medium/long term
TEAM SPIRIT:
The HR Manager ensures a good team spirit
He/she mobilizes different types of talent for a common goal and priority, he/she directly coaches and develops consultants towards higher performance, he/she manages effectively but honestly, with the right level of firm but warm authority; he/she establishes a positive and constructive state of mind within the team by organizing formal and informal team meetings and ensuring that there are no unresolved internal conflicts that could impact the quality of work and the well-being of colleagues
RETENTION:
The HR Manager promotes the retention of his/her team members by ensuring that his/her colleagues like the work they do, that they have career prospects and a development plan in line with their professional aspirations and their technical skills and personal and that they have a salary that corresponds to their level of seniority
COACHING:
The HR Manager organizes “quality” checks for the projects and solutions carried out within his/her team
He/she organizes cases for his/her team and ensures that everyone progresses
7/ Be the backup for your team members
The HR Manager is the responsible and contact person in the event of absence or failure of members of his/her team
At any point in time and for any reason, he/she must be able to replace one of his/her colleagues at short notice and know the situation and status of each of his/her clients
QUALIFICATIONS
The following qualifications are essential for your role as HR Manager:
Education
Master in a field related to the position (HR Management, Business Management, Psychology, …)
Experience
Minimum 5 years of experience in a generalist HR position
Certification
n/a
Language
French and English
Knowledge of Dutch is an asset
Job skills
Comfortable with IT tools and environment
Ability to conduct interviews
Comfortable with LinkedIn Recruiter
Basic knowledge of Belgian social legislation
Basic knowledge of the Belgian payroll system
Knowledge of HR processes applicable to an SME
Ability to manage and motivate a team
Soft skills
Self-development
Adaptability
Customer focus
Focus on quality
Cooperation
