Founder and Managing Director

• Jan 2017 - Present

Our client success is our success.Organisations of every size and sector depend on talented individuals, teams and leaders to realise their success. Meijer&Co's strength lies in the partnerships we develop to address that need. We form strong relationships with the most talented people, with those seeking them and between our team to bring both sides together. It is because of our deep, non-transactional and lasting partnerships that our clients can acquire, develop and retain their strongest leaders.We believe that people are powerful beyond measure and can live the lives of their dreams.We believe less is more and focus is devastatingly powerful. In the modern-day, it's more about what you ignore rather than what you pay attention to.

Strategic Partner

• Aug 2020 - Present

Head of Talent Acquisition, Learning & Development and Global Mobility

• Dec 2019 - Sep 2020

Primary role: Lead and build the conceptualization, execution, and evolution from scratch of KPMG Global Services' Learning & Development and Talent management strategy.>Oversee training and development staff>Build Competency and capability matrix >Align training with the organization’s goals>Create and manage training budgets>Develop and implement training programs>Review and select training materials from a variety of vendors>Update training programs to ensure that they are relevant>Teach training methods and skills to instructors and supervisors>Evaluate the effectiveness of training programs and instructors>Implement organizational-wide leadership program

Head of Talent Acquisition and Global Mobility

• Aug 2019 - Dec 2019

Primary role: Lead and build the conceptualisation, execution and evolution from scratch of KPMG Global Services' talent acquisition strategy, while leading a high performing team committed to recruiting top tier, diverse talent across multiple business lines and Global geographies. Furthermore, responsible for the development, implementation, and execution of KPMG Global Services’ global mobility programs, policies, and procedures.Define, create, implement and evaluate KPMG Global Services’ Recruiting and Global Mobility vision, strategy and business impacts. Consult and partner with the HRD, other key leaders and the business to define and meet the organisation’s near and long-term hiring objectives.Create innovative sourcing solutions that expand, deepen and enrich diverse talent pools.Develop talent analytics and leverage leading-edge technologies to refine and support Talent acquisition strategy. Design and implement a compelling candidate and new hire experience from the external market and from the global mobility program.Define, evaluate and elevate KPMG Global Services’ brand and employee value proposition in a highly competitive marketplace. Enhance the firm’s recruiting capabilities to drive transformative growth, culture, and continuous improvement. Lead and develop a best-in-class internal recruitment function positioned to support the firm’s growth and evolving talent agenda.

Talent Acquisition lead EMEA

• Nov 2017 - Aug 2019

Primary role: Managing the Recruitment Team, delivering talent attraction strategies to ensure that open roles of the clients are filled in a timely and effective manner. Responsible for overseeing recruitment team of Sourcers and Coordinators to identify and fill up openings with innovative sourcing techniques. Act as a strategic partner to the client business units delivering a superior service and building strong relationships with all key stakeholders, including onsite recruiting partners, client hiring managers and/or HR Leads. Create and implement strategic initiatives to improve recruitment outcomes and meet SLAs/KPIs requirements regarding fulfillment and quality standards. Partner strategically with Peer Leads to ensure that all elements of the delivery lifecycle are completed and anticipated hires are delivered in line with Client expectations. Complete accurate data analysis and reporting metrics that measure and reflect the recruitment team activity and value added to the program. Analyze Management Information and create daily, weekly and monthly reports to assess team's work productivity and adherence to targets, goals and overall objectives required to meet hiring demands

Senior EMEA Talent Acquisition Sourcing Recruiter

• Jul 2016 - Jul 2018

Primary role: Recruit passive candidates and evaluate technical skills, personal profile and understand candidate motivation in order to find the right professional and cultural fit for the organization.Partner with hiring teams to build effective sourcing and assessment approaches with an ability to manage client expectations through a deep understanding of return on investment.Designing and implementing the recruiting strategies, developing and updating job descriptions.Document process information using visual diagrams in the form of business process models.Sourcing and attracting candidates by using databases and social media, screen candidates’ resumes and job applications. Conduct interviews using various reliable personnel selection tools within agreed timeline.Assess candidate’s relevant knowledge, skills, experience and aptitudes, and provide analytical reports to the team. Recommend ideas and strategies that will contribute to the growth of the company, implementing new and improved recruiting processes to deliver the highest quality results to the client. Act as a point of contact and build influential candidate relationships during the selection process.Articulate a sourcing plan with deliverable, timelines and a formal tracking process.Monitoring, measuring and providing feedback on process performance

Principal change management consultant

• Jul 2018 - Jun 2019

Primary Role:Create change management strategy and plan which at a minimum includes plans for stakeholder identification and sponsorship management, communications, training and organizational readiness assessment. Integrate content of communication, training and change activities to ensure focus on behavioral change.Work with other project team members to gather and analyze detailed information about the process design and the impact on the roles and the organizations affected.Identify human and organizational risks, and develop and maintain the project’s OCM Plan.Conduct an ‘initial’ organizational assessment to determine the position of the business, and conduct ongoing reviews to facilitate alignment.Understand the significance of the changes within the functional areas to provide information and recommendations regarding expected organization impacts.Manage and promote realistic expectations of the organization with regard to new systems and processes, e.g. capabilities, features, etc.Drive out specific change tasks and deliverables, and facilitate organizational change events when required.Manage the delivery of end-user training and subsequent follow-up activities, including effectiveness assessment.Manage the implementation of the project communications strategy.Generate and maintain advocacy at the executive level of the respective organizations and stakeholder buy-in for the implementation project.Support the impacted businesses with information and detailed frameworks, where appropriate, to ensure that they can conduct the necessary activities to minimize organizational risks.Measure effectiveness of change management plans and make adjustments where necessary.

Organization Manager

• Feb 2014 - Apr 2016

Primary Role: Managing a dynamic workflow, and leading the team to meet the targets.ResponsibilitiesInterview process participants to understand exactly how their processes work.Clear the confusion by eliciting information on how the processes actually work.Analyse process models as they are (As-is), compare them to the future and improved designs (To-be) and determine the necessary changes for arriving at the improved state.Developing the business by examining the processes holistically to understand the impact of change on people, strategy, systems and general business operations.Responsible for the recruitment, the on-boarding and to implement training programs for new staff, leading them to work efficiently within departments to ensure compliance to established food and beverage quality and standards.Monitor and measure the effectiveness of processes to ensure consistent value delivery.Create and implement performance evaluation to meet sales target, recommendation of salary increase. Incentives for all staff to follow company procedures, to increase productivity and ensuring customer satisfaction.Developing advertising materials, promotional and merchandising plans in accordance with local and company standards.Collate feedback on process performance. The collected data forms the basis of future process improvement projects.Acting as interim covering vacancies at management level.

Assistant Manager / Supervisor

• Oct 2012 - Mar 2014

Primary Role: Assisting the General manager to maintain the dynamics in workflow. Coordinate the supervisors to lead and train the staff resulting in maximizing the guest experience.ResponsibilitiesSupport the recruitment and on boarding of new staff, reviewing employee performance and providing trainings to achieve customer related targets.Maintaining the activity schedule for all 60 staff members, coordinate with General Manager for everyday operations, supervise all kitchen and dining area activitiesMaintain restaurant equipment, storage supplies and records and ensure compliance to standards and perform work according to policies and procedures.Ensure optimal quality of products and services and coordinate with guests to maintain optimal level of customer satisfaction and analyze customer requirements and provide efficient response.

Supervisor/Chief Bartender

• May 2010 - Jan 2013

Primary Role: Supervise activities of bartenders and other staff members and schedule restaurant activities according to company policy. Implementing intensive training to staff about drink and service knowledge. ResponsibilitiesCollaborate with manager to review employee performance and provide training to increase performance.Maintain and monitor inventory levels and purchasing activities. Maintain supplier contacts.Managed to introduce a new supplier in Hilton Netherlands. Replacing bar manager when needed, dealing with day to day challenges.Develop, maintain and share knowledge regarding food and beverages standards, ensure optimal product quality and compliance with policies and regulations.Understand customer needs, provide suggestions, coordinate and deliver timely services to provide maximum customer experience.

Team Lead

• Apr 2008 - May 2010

Primary Role: Supervise team members during events and central coordinating point to provide complete and impeccable service. Efficient and effective customer complaint handling. Assist the Banquet Manager with scheduling, training and team performance management.ResponsibilitiesCoordinating consumption registration, inventory levels and flexible workforce planning, taking care of proper working and usage of equipment.Consistently monitoring and implementing service standards and operating procedures.Resolve staff concerns constructively and provide team member evaluations.Provide unique and creative ideas to maximize meeting and group experience.