Human Resources

The administration and payroll manager handles human resources-related administrative tasks throughout employees’ time with the company (employment contract, payroll, etc.)

Administrative management of personnel

• Draws up employment contracts and internship agreements in accordance with applicable regulations and collective bargaining agreements
• Provides support throughout the life of the contract (amendments, notifications and reports, as required)
• Prepares certificates and other administrative documents required by the employee

Payroll processing

• Collects and enters payroll data
• Checks the results of payroll calculations
• Files compulsory social security declarations
• Generates and analyses post-payroll reports for monitoring activities

Liaising with in-house and external contacts

• Answers employee queries on payroll-related items and events
• Interacts with various internal teams (human resources, accounts, etc.)
• Liaises with relevant external bodies (government authorities and social security bodies)

Special working arrangements: This role involves the preparation of reports and statements to tight deadlines in accordance with business cycles

The HR development coordinator oversees and monitors cross-disciplinary HR projects and processes. He/she supports the work of operational teams.

Competitive intelligence/technology watch

• Keeps abreast of HR trends and developments
• Pro-actively suggests improvements to HR processes and tools

Project management

• Pro-actively suggests improvements to HR processes and tools
• Analyses requirements
• Oversees and measures project progress
• Provides change-management support

Advice

• Supports the work of operational teams
• Shares subject-matter expertise

Training

• Analyses training requirements
• Develops the training plan
• Develops and implements agreed training in line with budgetary and regulatory constraints

Recruitment

• Analyses recruitment requirements
• Recruits new hires using all available avenues and channels (social media, internet, academic institutions, direct approach, etc.)
• Selects candidates and follows their progress through to onboarding

Employer brand

• Analyses the company’s profile and image among target populations
• Promotes the company’s employee value proposition (corporate and workplace culture, career prospects, etc.) through various communication channels

Internal job mobility and career management

• Helps employees progress in their careers
• Develops and coordinates internal job mobility tools and processes
• Liaises with relevant parties to meet internal recruitment needs

Diversity

• Organises company-wide awareness-raising initiatives
• Supports employees with disabilities
• Builds and coordinates partnerships with disability employment agencies and organisations such as Agefiph and Cap Emploi

The human resources officer is a fully-fledged partner to the company’s operating units, implementing HR policies and action plans within the scope and in accordance with applicable legislation.

Management support

• Supports and advises managers on matters relating to organisation design, HR cycles (annual appraisals, remuneration, talent management, etc.) and resource and skill requirements
• Assists managers with employee career development (recruitment, onboarding, career management, training, remuneration, resignation/dismissal/retirement, etc.)
• Ensures that managers comply with all aspects of employment law and HR procedures

Advising employees

• Holds one-to-one meetings with employees to discuss career development, internal job mobility, etc.

Skills and talent management

• Identifies development, training and internal job mobility requirements, challenges these requirements with management and ensures that relevant action is taken
• Works with managers to identify high-potential employees through people reviews (potential, remuneration, promotion)

Change management

• Provides change-management support (training, awareness-raising, etc.)

Relations with employee representative bodies

• Helps oversee the work of employee representative bodies

Pre-litigation and litigation management

• Oversees individual disciplinary action, working in conjunction with in-house and external employment law specialists

Cooperation

• Works closely with and is supported by HR subject-matter experts (legal affairs, payroll, corporate services, etc.)

The in-house employment lawyer provides advice on employment law and human resources management to individuals and teams throughout the company. He/she contributes to labour relations by taking part in negotiations with employee representative bodies.

Legal watch

• Keeps abreast of the latest changes and developments in employment law and documents all information that he/she collects
• Carries out in-depth research and analysis of case law
• Shares information about changes to the regulatory framework and provides relevant training

Advice and support

• Provides advice on employment law to various individuals and teams (human resources manager, line managers, employees, etc.)

Management of human resources disputes

• Oversees individual disciplinary action
• Prepares for and/or handles pre-litigation and litigation cases
• Manages relations with lawyers handling ongoing litigation cases and works with them to track case progress

Manages relations with lawyers handling ongoing litigation cases and works with them to track case progress

• Prepares for and organises meetings with employee representative bodies
• Manages workplace elections (preparation, monitoring, etc.)

The project manager uses agile methods to manage a project or set of projects from start to finish – from scoping through to delivery – while meeting cost, quality and lead time imperatives.

Scoping and requirements analysis

• Works with the customer to scope the requirements of the project

• Determines requirements in terms of human resources and technical skills
• Prepares cost calculations and/or invoices
• Sets a budget based on the project’s complexity
• Assesses risks that could arise during the project

Project management, monitoring and coordination

• Set up the project structures and establish the terms of operation (methods, steering tools, indicators, agile ceremonies, etc.)
• Sets targets and deliverable deadlines
• Selects and allocates resources in accordance with project constraints
• Tracks and measures progress (creating scorecards, selecting indicators, scheduling steering committee meetings, etc.)
• Supervises and coordinates the work of all internal and/or external players
• Issues warnings about risks arising during the project
• Approves the deliverables

Customer relations management

• Organises and leads steering committee meetings
• Shares project progress scorecards with the customer on a regular basis

Testing and going live

• Tests the deliverables as required
• Hands over the deliverables
• Provides post-delivery service

Training and change management

• Writes user documentation
• Trains users
• Provides change-management support

Upgrading and corrective maintenance

• Supports post-delivery monitoring, upgrading and corrective maintenance for the deployed solutions (tools, applications, specific developments, etc.)

Competitive intelligence/technology watch

• Carries out competitive intelligence/technology watch within the scope