Senior HR Business Partner

At Nielsen, we take the time to design a workplace that puts our People at the center of how we work and operate. Our HR teams are curators of a culture and ambassadors for diversity, inclusion and belonging - where everyone feels valued and can bring their best selves to work. From day one, we provide our employees with the tools and resources to be successful, and have pride in delivering best-in-class people processes throughout every step of the employee lifecycle. We also take pride in continuously empowering leaders at all levels so they can deliver outstanding opportunities to everyone on their teams to contribute Summary of Role:

The HR Business Partner supports Nielsen’s Media population in Netherlands provides guidance on all areas of HR support in the country and will ensure best in class HR practices as designed by our COEs are deployed to the country and adjusted where necessary. The HR Business Partner is accountable for compliance with all employment laws and co-determination regulations in the Netherlands (3 local works councils plus union), and will also partner with the Global HR Business Partners to provide input and align people actions with the larger Business Unit-specific talent strategies. Key responsibilities

• Particular emphasis is on delivery of HR activity where local context is required.
• Interfaces with Global HR Business Partners teams to:
• Provide input on talent conversations and processes
• Give visibility to talent needs in the country
• Ensure continuity in career and development plans for high potential employees
• Provide any other insight that may be helpful or necessary for the Global Talent Strategists holistic view of their organizations.
• Accountability for local deployment & delivery of HR processes, projects and change programmes as determined at a Corporate/business/functional level.
• Advise, guide and coach line managers on their HR responsibilities, management behaviours and team management areas.
• Be HRBP to global leaders that have populations in NL (L2 and L3 level)
• Drive the co determination processes (3 local works councils)
• Drive the effectiveness of the HR delivery model ensuring consistency and optimization of HR processes and approach across countries or location (where possible).
• Guide local leaders and line managers to obtain support from the right areas;
• Utilising resources at a country or site level to ensure effective use of team resources.
• Maintaining strong partnership with all key stakeholders in the HR model to enable integrated HR Service delivery.
• Ensure accurate data management on all organisational changes and complying with approval & notification procedures
• Create and maintain an effective working relationship with the local Works Councils and union, managing the information and co-determination rights with the aim of a successful implementation of business changes.
• Provide effective employee relations and a positive working climate locally, closely working with employee representatives groups, line management and liaising with the ER Leader, where necessary.
• Work with line managers to ensure effective application of agreed working practices and arrangements.(Eg: Working Hours)
• Ensure Information and consultation processes are followed.
• Support collective negotiations where appropriate.
• Be a champion for employee advocacy and engagement, acting on issues and informing the wider agenda.
• Manage local components of projects and wider change programmes. In particular;
• Implement site level organisational change / re-design
• Support wider business /corporate and HR change programmes
• Identify gaps and improvements in local HR service provision in line with HR strategy, suggesting initiatives for the local agenda where appropriate.
• Manage local projects aligned to HR Business Operations priorities as required.
• Interface with COE’s (Talent Acquisition, Compensation & Benefits, Talent, Engagement & Development and DE&I) to ensure a consistent approach on Nielsen’s Employment Value Proposition, Culture, Leadership and Engagement initiatives across the Region.
• Identifies, designs and delivers country-specific in the areas of onboarding, employee relations, total rewards, benefits, compensation, Learning, engagement and internal communications.
• Direct and guide line-managers and associates to appropriate learning solutions; providing inputs to Talent Strategist and TED COE
• Work closely with EMEA HR Leader and other HR Cluster Leads to identify, streamline & provide effective & optimized HR services.
• Partner with the local Corporate Functions (Finance, Legal, Integrity Real Estate) to ensure integration of HR operations and policies into the larger regional and country-specific operational needs, such as budgets, compliance and regulatory requirements, and so on.
• Ensures all practices adhere to the utmost integrity and compliance in all regulatory matters.
• Support the smooth integration of new acquisitions as needed
• Crisis Management as needed Key experience and qualifications
  • Bachelor’s degree in HR, Business Administration or legal field
  • Broad knowledge of the HR best practice across Employee Relations, Reward, Resourcing, Development and Employment Law.
  • 5-7 years of Human Resources experience, across different aspects of the HR function for large and/or Multinational Company
  • At least 3 years of experience in a generalist capacity providing support across a variety of HR sub functions to a distributed group as well as managing the link to Works Councils
  • Knowledge of local employment laws, regulations, procedures and HR issues.
  • Experience of managing ER issues is desirable.
  • Broad change management skill set, combined with ability to apply project management principles to deliver and support organizational change.
  • Well-developed customer and relationship management skills, including credibility and influencing skills.
  • Strong customer service orientation.
  • Able to partner with other members of the Dutch leadership and find common ground to deliver an exceptional employee experience
  • Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations, as well as handle multiple competing priorities.
  • Ability to build a positive employee relations climate, advocate for employees and maintain objectivity, even under pressure from other stakeholders.
  • Process driven and methodical in approach to implementing programs & HR solutions.
  • Ability to construct an informed opinion and point of view
  • Able to exercise sound judgment and discretion in matters of significance to the organization.
  • Experience and knowledge in managing HR activities and resources; balancing conflicting priorities and handling ambiguities.
  • Fluid in English and Dutch Diversity

    Here at Nielsen, we believe strongly in the value of diversity and creating supportive, inclusive environments where our colleagues can succeed. As such, Nielsen is proud to be an Equal Opportunity Employer. We welcome applications from people that are excited to work for us, regardless of their background - so please get in touch

    Nielsen provides equal employment opportunities to applicants and employees without regard to any protected characteristics under local law.