Experience

Ciner Glass
• United Kingdom
• Packaging and Containers Manufacturing
• 1 - 100 Employee
• HR Manager

  • Jun 2023 - Present


Sappi

• South Africa
• Paper & Forest Products
• 700 & Above Employee

• HR Manager

  • Jan 2016 - Jan 2023

  Drive a strategic HR direction within the business / mill context and European HR framework. As a management team member, act as a business partner: install and ensure achievement of yearly operational deliverables to comply with Sappi Lanaken strategy and vision, optimise performance of people and organisation, set-up, control and support an optimal added value process, ensure legal compliance and contribute to sustainability of Sappi Lanaken Mill. More specifically, • Creating an effective and efficient HR vision with a translation to strategy and policy, on short-mid and long-term, with the aim to facilitate the business in realizing its goals - using its most valuable source, its people. • Support the mill and line management team in HR and organization-related topics • Develop agile and adaptive leaders who will enable us to meet and embrace change and be responsive to het future business demands. • Invest in future talent enabling people to seize opportunities and bring new ideas to fruition • Actively manage stakeholder relationships such as works councils, unions, employer associations, authorities, etc. Take part/lead works council, CPPW, syndical delegation, CLA negotiations. • Make and follow-up on headcount and personnel budget • Drive CI improvement and build professional HR solutions, systems and processes in close cooperation with HR Shared Service Center • Embed Sappi Europe people processes (e.g. performance management & recognition, talent management, succession planning, engaging working climate) • Pro-actively participate in pan-European HR related projects Show less



Arvesta

• Belgium
• Farming
• 700 & Above Employee

• HR Business Partner

  • Nov 2013 - Dec 2015

  • Develop, translate and implement general HR strategy and policy into the different divisions adapted to their specific needs • Formulating short and long term objectives, defining KPI’s • Identify/develop local HR initiatives in line with general HRmgr and HRBP’s • Working with and coaching of line management of the divisions in HR and organization-related topics • Driving and implement change (eg buying department, operational structure) • Participate in HR related projects on a local and group level • Contribute and build an optimal organization structure • Build and embed professional HR processes • Encouraging a learning and development culture in a stimulating working climate • Improve continuously efficient internal communication • Maintaining good relationships with stakeholders (unions, governmental bodies, works council, …), SLA’s for HR-service and -cost for different divisions Show less



Lambrechts NV

• Belgium
• Wholesale
• 1 - 100 Employee

• HR Directeur

  • Jun 2010 - May 2013

  HR responsible of 3 family enterprises within the group (Lambrechts nv, Centratec nv and Unifix nv). In December 2012, CRH (stock exchange noted) buys the family business Lambrechts nv. The other 2 companies stay in family hands, execution of the total Due Diligence with regard to personnel data. • Coach of a team of 3 employees who take care of full HR service (personnel and payroll administration, Learning & Development, organization structure, strategy and policy, ….). • Chairman of 2 works councils and CPPW, negotiating CLA’s and work regulations. • Close collaboration with all depts in which Sales and Logistics are key. • Develop and implement an HR-strategy and –policy (e.g. absenteeism, retention, car-policy, ICT-policy) • Development and implementation of new evolution system, including career and evolution paths • Development and attend leadership program (change management) • Development of a remuneration policy • Create personnel budget, forecasts, monthly reports on HR KPI’s • Cost efficiency projects (office equipment, consumables, work wear) • Various projects : Tender social secretariat (implement a new payroll system and social secretariat), staff satisfaction survey and action plan, implement new performance program with the aim of supporting employees to evolve and develop to a higher level, , … Show less



Carglass Belgium

• Belgium
• Motor Vehicle Manufacturing
• 100 - 200 Employee

• HR Manager

  • Oct 2000 - May 2010

  HR responsible and coach of a team of 5 employees who take care of operational HR for Belgium and Luxemburg (personnel and payroll administration, Learning & Development, Supply Chain, HR processes, …). • Translating strategical projects into operations, follow-up and ROI. • Member of works council and syndical delegation, negotiating CLA’s. • Close collaboration with all depts of which Operations and Distribution key. • Responsible for Recruitment & Selection (management, interviews, assessments) Temps : tendering, negotiations, contracting, follow-up (SLA’s/KPI’s) of budget +/-6mio€. • Develop and follow-up of yearly personnel budget (28mio€) and monthly reports on HR KPI’s (fe illness, turnover, accidents). • Tender social secretariat (implementation of new payroll system and social secretariat) Various projects, e.g. employee satisfaction survey, Together for Better performance program, new jobsite, Best Employer, function classification system, international projects Belron, … Show less



ASAP Interim / LIB Interim

• Recruitment Consultant

  • Sep 1997 - Sep 2000

  Responsible Selection & Recruitment, department white collar • Startup and expansion of a specialized department for recruitment and selection of white collar • Coordination, recruitment and selection of all white collar candidates for the global network of offices (13 offices), interviewing and testing (assessments) • Commercial visits and prospection Responsible Selection & Recruitment, department white collar • Startup and expansion of a specialized department for recruitment and selection of white collar • Coordination, recruitment and selection of all white collar candidates for the global network of offices (13 offices), interviewing and testing (assessments) • Commercial visits and prospection