Bart Gerrits Email & Phone Number

Haarlem En Omgeving, Nederland

As Principal - SR HR Business strategist supporting CEO's with their business development and HR Teams to strength the HR position. International scope in Saudi Arabia, Dubai, Melbourne, Cape Town with Start-up, Merge or complex matrix organizations. 1 HR transformation: a FUTURE PROOF HR agenda and HR life cycle planning with high quality, customer focus and synergy of HR services (end-to-end).2Delivery of wide socpe of HR strategy and HR services to promote a culture of high performance, strong engagement, and consistent growth.This include: organisational development, HR strategy, change management, employer branding, recruitment, reward & recognition strategy, performance management,succession planning and training & development , 3Managing and leading multi-functional HR Teams and/or HR Operations & Payroll, and HR consultancy on senior management level and across BU-lines.

Cape Town / South Africa

Implementation of a 200 million HR budget to expand the company in the Cape Town region; professional development of Manager HR and the team; HR analyse with 30 strategic recommendations for CEO and CFO; 1200 staff.• Initiate with CEO and CFO a new business concept impacting the HR strategy, manpower & quality of staff and HR services.• Coach Manager HR and HR team and prioritize the HR agenda, reward & benefits, HR KPI’s • Project manager for introduction HR Info system: blue-print, functional design, test and overall project planning & budget.• Design new HR Tools and presentations: Competence management, Job Evaluation, Performance Management.

Al-Dammam Governorate, Saudi Arabia

Start-Up/Expansion to create new HR team, HR service delivery model; UK-business growth from 300 – 900 staff, 3 to 5 locations within Saudi Arabia. HR had huge backlog and 9 months no leadership. • Manage all HR functions and set up a multi-disciplined HR Team; improve quality and business mindset• Manage and monitor the strategic HR planning with CEO and an aggressive international recruitment & visa planning• Develop and create from scratch a new HR Service Business model, incl. reshaping procedures, HR forms, checklists processes, redesign HR system, JD’s, new salary structure, improve onboarding and contract management• Set up / manage the effectiveness of Recruiting, Performance, Reward & Recognition; budgets & HR Operations.Reason for leaving: All targets realized in 15 months.Interserve International is a UK multi-national service provider of support, facilities, construction and education & employment services with a revenue of £2.7 billion and a workforce of 68,000 people worldwide.

Dammam / Al Khobar In Saudi Arabia

A 20 billion $ Start-Up Joint Venture Dow Chemical and Saudi Oil Giant Aramco to build the largest Petro-Chemical Plant of 26 production facilities on a 20km2: Set up and drive the complete HR Roadmap, full HR Operations & HR Service Delivery platform, all front-back offices supporting e-HR processes and staffing while Sadara company is growing : 1700 to 4300 staff in 2 yrs. • Senior HR Consultancy: to realize a very challenging HR Strategy: start up from scratch to realize a 20 billion dollar Joint Venture; create new HR services and Operations platform, HR portfolio, e-HR processes & HR forms, HR-intranet to make E-services accessible for employees and managers; development of strategic corporate digital HR data content. • Develop / implement the HR Service Delivery model; creation of front-back helpdesks and staffing of Saudi nationals.• HR Info System Development for new SAP-HR system with Accenture IT (complete blueprint, test, delivery and imbedding). Creation of new HR intranet site with e-HRM self, • Managing effectively a dedicated Employee Relations-team and provide consultancy advise to VP-HR and (Senior) Managers and manage effectively HR files: Disciplinary Procedure; Termination; Absence, Violation of Business Code & Work Ethics. • Coached and mentored Managers to enhance their HR awareness, capabilities and understanding. Reason of leaving: Saudi Government regulations to appoint Saudi National on my position.

The Netherlands / Australia

After winning the National HR Award of the Netherlands in 2001 I started my own HR consultancy Firm sharing my strong vision and HR expertise on senior level in various Top 10 industries (profit and non-profit).Supporting "business change" for Start Up, Merge, Growth and Big scale matrix companies: scope: 350-750-1900-3300 employees; advising CEO's and (senior) managers to realize their HR agenda.Performed as Interim HR Business Consultant and interim Manager HR leading multi-disciplined HR teams in various positions: Manager HR; deputy HR-director, Manager Shared Services, Senior HR Consultant; Manager Payroll & Administration and Project Manager SAP-HR. Full list of assignments are available on request.Skipping the traditional HR role I provide strong and pragmatic HR business development expertise:1. Integrate, establish and manage (new) HR teams to speed up HR-output, improve work relations with managers, strength customer satisfaction and create operational excellence with smart KPI's and coaching team members.2. Reinforce and/or synchronize the Business strategy and organization needs with a clear strategic HR plan, including clear HR service level agreements, supporting tools, HR-policies, formats, C&B-plans, administrative processes, SAP-HR systems, reports .Geographic HR expertise: The Netherlands, Australia and The Kingdom of Saudi Arabia

Venlo

• Manage a broad multi-functional HR Department (18 fte) to improve customer focus and synergy. • Re-inforce HR-advice and execution, synchronizing 24 HR-topics into 6 for a clear HR plan. • Supported Managing Director and MT to evaluate organizational development needs: staff reduction (5%); resolve gaps to develop an effective, capable workforce; recruitment and training programs.• Prepare and innovate a Social Plan for the reduction of workforce in the company• Re-design recruitment, transfer and training team and related procedures and services• Strength employee relations; improve HR l processes and solve Compliance & Quality issues.• Develop corporate Sick Leave strategy, define targets, negotiate with third parties, manage the health insurance contractor, improve KPI's to monitor progress.

Amstelveen

After financial crises is stability, quality staffing and leadership needed. Responsible for 2 divisions Finance & Risk + Marketing & Sales for longterm HR-plan, MD-strategy, recruitment, integration HR-tools and smooth HR-operation. Design new financial Sales-bonus structure related to the new laws.

Melbourne En Omgeving, Australië

Responsible for HR development and cultural change with introduction competence management for 3 Health-Care locations in the Melbourne area. Worked and lived there.Context: Organization Development from a HR perspective to enhance a competitive (commercial !) Healthcare Organization based on new business standards unifying the 3 locations to become the front runner in the Healthcare industry within Victoria / Melbourne Australia.

Melbourne En Omgeving, Australië

Recruit overseas employees to work for this commercial organisation.Set up a feasibility study and develope a recruitment plan for medical staff for the head office in Melbourne to support their growth in Australia.

Amsterdam En Omgeving, Nederland

.• Guide the organisation development and change from monopolist into customer service (structure, culture, organisation) and re-position HR in an unstable environment. Report to Director HR. • Manage, restructure and professionalise the Shared Service Center (HR-administration; call center; functional SAP-desk; HR-office and (indirect payroll). Lead a multi-mixed team of 25 fte.• Provide standardization of all major processes. Improve the relationship with the 3 BU’s; (senior) managers with a pro-active new approach. Introduce KPI’s and process management.• Projectmanager to deliver SAP-HR-IT (re-design blue-print & infomngt, test, member steering committee; program management (4 external Sap-consultants, 5 system engineers); budgetting.

Amsterdam En Omgeving, Nederland

- Manage and improve coherence and ensure effective HR-operation of the HR Department: 3 P&O Managers, Manager Training, 1 Coordinator Labour relations and HR administration.- Improve the profitable and productivity of HEMA-retail business with 600 shops and 1.4 million daily customers: providing an integrated strategic continuity HR plan tuned with the 12 regional Retail Managers. Interface with Hema Belgium and Germany. - Project execution: employee survey (score 80.2%), introduce SLA labor services, central recruitment policy, introduction HR dashboard, training and registration.

Groningen, Nederland

• Develop, coordinate, monitor and implement from scratch a corporate Learning & Development program for teaching staff (120 fte) within the Business School of the Hanze Hoge School. Report to Dean.• Organizing feedback session and self-assessment interviews based on new job roles with skill based requirements. Create awareness of self employability and individual development plans.• Succession planning and performance evaluation related to competences of the teachers.Unique project: this was the first successful pilot held to promote self-learning of teachers with the HogeSchool. HR copy paged the concept and implemented for the following year for 1500 teachers.

Heerenveen, The Netherlands

• Centralize 4 regional HR sections into 1 single, customer-oriented, central HR department on behalf of Director HRM (19 fte). Introduce a new HR-agenda and HR-cyclus. • Design and establish a HR Shared Service Center for a tight control on all incoming and outgoing HR issues and HR-administation. Draft KPI’s and process flows for quality control.• Redesign HR information reports and dashboard for the Supervisory Board and Arriva England.

Apeldoorn En Omgeving, Nederland

Manager Payroll & Personnel administration a.i. • Manage the corporate HR and Payroll administration (6 fte). Scope 1800 fte• Design company policies & collective labour arrangements with Director HR. • Harmonize salary structure and benefit package within the systemRegional HR Business Partner a.i. (600 fte) • Member MT, advice and solve HR-issues related to social plan; strengh performancemanagement, MD; recruitment. Coordinator project sickleave.• Improve the relationship between HR and labour council.Integration -Transformation Project manager a.i. • Merge 3 regional HR Teams into 1 corporate shared service HR & Payroll Team, incl. imbedding new HR Operations concept with uniform HR procedures.• Realize with external IT consultants the functional system development, blueprint, test, outroll and workshops of the new ERP-infosystem (SAP); incl digital HR data content and HR dashboard.• Develop new HR Operation excellence values and business standards, quality checks to support the ew HR strategy; coach the HR Team and managers • Negotiate an external Occupational Health and Safety contractor. (arbodienst)

Groningen, Nederland

• Provide strategic HR Management n senior level for the Medical Faculty of the University Groningen (UMCG)• Manage, coordinate and define strategic HR programs to improve productivity and competitiveness : reduce sickleave, increase employee satisfaction; recruitment international medical staff• Responble for the implementation of a new MD-policy and High Potential training plan and solve complex disputes and unsatisfactory performance files• Support Director HR with an new Job analysis method & job evaluation project (scope 1800 fte). refresh HR-image as Senior of the HR team; awareness sessions with managers about HR services.

Wormerveer

• Guide outsourcing process of Ahold (18 financial administrative departments from the 3 business units Etos, Gall & Gall and Albert Heijn) into 1 new, commercial, independent financial service company. Bring energy; inspire people, set up a whole new commercial firm (structure/culture).• Manage the merge and culture change from overhead to act as commercial service provider. Set up management training programs with several HR-themes: leadership, reward & recognizion, customer-satisfaction, personal development, teamwork. WINNING HR National Price !• Responsible for set up innovative HR policy, tools and instruments. Select new contractors.• Negotiate with the unions on company-specific collective agreements with cafeteria model, new salary and bonus system, incl. system implementation. Solve issues with labour council (OR). Winner national HR prize Berenschot 2001

Delft En Omgeving, Nederland

Company Transformation and expansion of a classical public cable company (Casema) into a new commercial full Telecomprovider with integrated services (telecom/tv/ internet) and +30% sales target by France Telecom.• Realize a challenging commercial HR Strategy: sales +30% per yr; +50% expansion (320 to 600 employees in 1 yr). • Support the merge of acquired new business. Negotiate transition & social plan with Labour Council. • Prepare new competitive C&B strategy with new bonus strategy and salary grid with Labour council. • Advice VP-HR and Management Teams for best HR practices, coordinate HR-programs, execute HR strategy: competence plan, training policy; sick leave policy, bonus system; new job evaluation matrix. Realize a challenging recruitment strategy.• Create HR awareness of the new HR role and self service by managers and teamleaders, solve discrepencies and disputes of employee benefits. Coach junior HR advisors and assistants.

Alkmaar En Omgeving, Nederland

• Provide HR advise and coach managers and 4 Management Teams; 3 Medical BU’s and 1 big Facility Management Department. Manage and coach 2 HR-assistants. Scope: 540fte.• Advice and coach BU- VP with overall Transition - Merge of 3 classical FM-divisions into a new internal corporate Facility Management Service Centre (new organization design, job matrix; new business values & competence matrix to change the culture and improve customer focus, quality, performance, output, teamwork. • Improve the Facility Management Organization with an overall HR strategy and smart HR advice covering all issues from Organ. Development, change management, succession planning, recruiting and performance management. Appointing all new management.• Rebuild HR-image with director HR and the HR Team ; coach managers to become ‘people-managers.

Den Haag En Omgeving, Nederland

• Responsible for job evaluation process and monitor yearly bonus/salary cycles(1700 fte)• Prepare and re-design a HAY job grid for the 2 huge production plants, R&D, Sales, PM, staff head quarters (national / international). An international mixed job evaluation project with AT & T-USA. Outplacement consultant (1993-1994) • Support, train, guide 250 employees to execute a collective outplacement process. Solve issues related to the social plan. Liason with new employers. Budget.Project manager looking after sickleave • Reduce 2% sickleave in 6 months; varied approach within the 3 locations. • Liasion contractor for better performance; introduction pro-active sickleave teams.

Den Haag En Omgeving, Nederland

Ministery of Social Affairs• Junior Job evaluation advisor: participate with senior in several job evaluation projects; decribe functions and role, analyse Organ.schemes, advice about budget/staff plans (1988-1989)• Junior HR Officer: implement HR-policies and support senior HR manager. (1985-1988)

Social Siences

University Of Applied Science (Basc), Human Resource Management