Senior People Business Partner (Dutch-speaking)

Over deze functie

DEPT® is a Growth Invention company built to help the world’s most ambitious brands grow faster. Operating at the intersection of technology and marketing, our 4,000+ specialists deliver growth invention services across Brand & Media, Experience, Commerce, CRM, and Technology & Data. We’re 50|50 tech and marketing, partner-led, and first to move. Clients include Google, Lufthansa, Meta, eBay, and OpenAI. We have been certified B Corp and Climate Neutral since 2021

JOB PURPOSE:

The Senior People Business Partner contributes to business and People success by:

• Partnering with BU leadership to drive key People initiatives and provide trusted advice.

• Developing and guiding junior People Business Partner(s) in their roles.

• Contributing to the professionalisation of the wider People team, helping it become a strategic, efficient, and trusted function that delivers excellent employee experiences through data-driven decision-making.

WHAT YOU’LL DO:

A. Business-focused

Strategic partnership BU

• Act as a sparring partner to BU leadership on people topics (workforce planning, talent management, culture, sentiment, and well-being).

• Data-driven decision-making: Use HR analytics to provide insights and support decision-making.

• Contribute actively to business decisions from a People perspective, embedding data in strategic advice.

• Take ownership of strategic HR projects within the BU (e.g., strategic plans for trends on both voluntary and involuntary leaver numbers; structural exit data analyses; focus groups for topics we need input from the BU and teams, surveys, succession, L&D, health & wellbeing).

Policies & structures within BeNo and BU

• Strengthen BENO and BU effectiveness by improving People policies and structures.

• Ensure core processes (absence, mobility, onboarding, exits) run smoothly in practice, in close collaboration with the People team.

• Leverage data insights (e.g., sickness rates, onboarding outcomes, attrition trends) to continuously review and improve these processes.

Supporting change initiatives

• Support BU leadership in driving and embedding change initiatives (e.g., culture programmes or transitions) by bringing in a People perspective.

B. People team-focused

Development of Junior People Business Partners

• Develop and guide junior People Business Partners.

• Ensure juniors take ownership, moving from signalling issues to solving them.

• Provide mentorship on knowledge, prioritisation and stakeholder skills.

• Teach juniors to work with data effectively so their advice and decisions are evidence-based.

Improvements in the People team

• Contribute to the transformation of the People team: from reactive to proactive, from operational to strategic.

• Initiate and lead improvement projects that help shape a strategically positioned, efficient People team.

• Embed a culture of data-driven decision-making in the People team’s way of working.

KPIs (0–6 MONTH):

A. Business-focused

• Strategic partnership & HR analytics – BU leadership experiences clear added value and actively uses People data (absence, attrition, engagement, exits, C&B) in decision-making.

• Operational excellence (BU) – Ticket turnaround time reduced; within xx months, all backlogs cleared and open cases resolved.

• Employee experience – Improvement visible in Peakon engagement score within the BU (specific targets to be defined).

• Core BU People KPIs – Demonstrates impact on broader People KPIs such as engagement, retention, sickness, etc., with structured reporting dashboards in place.

B. People team-focused

• Development of juniors – tbd, including the ability to use and present People data independently.

• Contribution to People team practices – Initiates and/or leads at least one improvement project that strengthens the entire People team.

WHAT YOU’LL BRING:

• Strategic thinking – Connect business goals with people impact and translate them into actionable steps for the BU (1–3 year horizon).

• Analytical ability – Collect, interpret and use data to underpin data-driven decision making.

• Stakeholder management & influencing – Communicate and influence effectively, tailored to different stakeholders; anticipate and respond to counterarguments.

• Organisational sensitivity – Understand culture, dynamics and informal patterns, and act effectively within them.

• Goal-oriented working & decisiveness – Prioritise, decide, deliver and embed critical goals.

• Ownership & people leadership – Take full responsibility for delivering results, while coaching juniors and supporting their professional…