HR Lead at OTTO Work Force

The HR Lead is responsible for developing, implementing, and continuously improving OTTO Work Force’s HR strategy. From both a tactical and operational perspective, he/she ensures that HR acts as a valuable business partner to the organization while establishing a strong, efficient, and future-proof HR operation.

The HR Lead combines strategic insight with a hands-on mindset. He/she plays a key role in the further professionalization of HR by digitalizing processes, optimizing administrative activities, and shifting HR’s focus toward a more advisory and business-oriented role. This position involves close collaboration with management, leaders, and other stakeholders within a dynamic and international organization.

Key Responsibilities

• Develop and implement the HR strategy in line with OTTO’s organizational objectives.
• Act as a strategic sparring partner for management and business leaders on organizational development, leadership, talent management, performance management, and workforce planning.
• Initiate and implement HR process improvement and digitalization projects to enhance efficiency, quality, and user experience.
• Further develop HR as a business partner function and support the transition from a traditional support-oriented HR department to a proactive, value-adding HR organization.
• Take responsibility for effective absence management and provide guidance on sustainable employability.
• Lead, coach, and develop the HR team while fostering a culture of collaboration, ownership, and continuous improvement.
• Monitor internal and external developments in HR, labor market trends, and employment legislation, translating these into concrete initiatives.
• Manage HR planning and control activities, including annual plans, budgets, KPIs, and management reporting.

Accountabilities

• Development and execution of HR policies and HR strategy.
• Further evolution of HR into a business partnering organization.
• Efficient and future-ready HR service delivery.
• Optimization and digitalization of HR processes and systems.
• Absence management and sustainable employability initiatives.
• Talent management, performance management, and leadership development.
• Quality and effectiveness of HR processes and HR advisory services.
• Stakeholder management across all organizational levels.
• HR planning, budget management, and reporting.
• Leading and developing the HR Business Partner team.

Authority

• Make tactical and operational decisions within the HR policy framework.
• Advise senior management and business leaders on HR, organizational, and people-related matters.
• Initiate and implement organizational and change management projects within the HR domain.
• Lead, evaluate, and develop employees within the HR team.
• Select and manage external HR partners, suppliers, and occupational health providers.
• Manage HR budgets within agreed frameworks.
• Represent HR in internal and external consultation and governance structures.

Education and Experience Requirements

• Bachelor’s or Master’s degree level (HBO/WO) working and thinking capability.
• Completed degree in Human Resource Management, Business Administration, Organizational Studies, or a related field.
• Minimum of 5 years of relevant experience in a broad HR management role, preferably within an international, dynamic, and operational environment.
• Experience in organizational development, change management, and HR transformation projects.
• Demonstrated experience in HR process digitalization and optimization.
• Knowledge of absence management, employment law, and relevant HR legislation.
• Experience in leading and developing HR teams.
• Strong analytical, organizational, and consulting skills.
• Excellent communication skills in both Dutch and English.

Role-Specific Competencies

• Tactical thinking and decision-making.
• Hands-on mentality and results orientation.
• Strong business partnering capabilities.
• Change leadership and innovation mindset.
• Leadership and coaching skills.
• Organizational awareness and sensitivity.
• Influencing and stakeholder management skills.
• Analytical thinking.
• Collaborative a\pproach.
• Ownership and execution excellence.

Key Performance Indicators (KPIs)

• Satisfaction of management and business leaders with HR support and advisory services.
• Progress in transforming HR into a business partnering organization.
• Digitalization and optimization of HR processes.
• Reduction of administrative workload within HR.
• Effectiveness of absence management and employability initiatives.
• Employee development and engagement.
• Quality of HR data, reporting, and management information.
• Achievement of HR objectives within agreed timelines and budget.