Mileway is a scale-up company utilizing last mile logistic assets in 10 European countries. In this role I'm company-wide responsible together with my team of HR Specialists for the employee life cycle administration, compensation & benefits, HR information system, people reporting and the personnel budget.

How I can help you and your organisation:If you need to change your HR strategy, policy, processes or systems and you don't have the capacity to drive this change, you can contact me. I will ensure in collaboration with you and your cross-functional teams that required actions will take place to achieve your goals, while your daily operations can continue.

The advisory and management of strategic predictive HR data analysis, leading teams of iNostix.

Focus Orange is a strategic advisory firm that helps companies optimize the effective investment in their human capital. We do this by aligning human capital structures, processes and policies with the company strategy. Our advise is bespoke: our approach is based on a thorough analytical assessment of specific client's needs. We operate at all levels within the organization, and provide a full spectrum of services across the human capital function. Through our 'Human Capital Insights & Efficiency Improvements' unit, we are able to provide innovative and practical applications that allow companies to assess the effectiveness of their human capital structure, processes and policies in all HR disciplines. These include compensation, benefits, performance management, talent development, succession planning, international assignments, diversity and other aspects that together combine the overall employee value proposition.

The functional leadership HR Reporting, assigned by the CHRO, was set up to bring HR Reporting within Philips globally to a next level.Responsibilities of this role are:• Define HR information need for the business added value of the HR function• Define framework of KPIs and dashboards aligned with business strategy• Global point of contact for processes and guidelines regarding HR reporting• Align HR metrics with Finance function• Create and deploy IT platform for global availability - cross functional - of HR information

Running projects assigned by the Board of Management: * Leveraging sales incentivesThe project Leveraging Sales Incentives aims to confirm or improve the effectiveness of sales incentives to contribute to profitable growth and improve the transparency in current sales incentive processes. The project delivered the following:• Inventory of sales incentives plans in use• Glossary of harmonized definitions• Sales incentive framework• Governance structureResponsibilities within this role: • Create a framework of role based sales incentive options Based on interviews with sales leaders, HR and compensation & benefits• Deployment of defined framework to the sales organizations• Stakeholder management* Organization simplification (organizational design and effectiveness)The project organization simplification addresses continuous improvement activities regarding organizational design and effectiveness. Part of this project concerns the definition of HR metrics and alignment on organizational design guidelines, next to a toolkit for supporting organizational design.Responsibilities within this role: • Creation of quarterly dashboard on headcount, layers and span of control for Board of Management • Alignment with the sectors on continuous simplification and efficiency improvement activities.• Alignment on definitions and required IT support with other HR projects

In 2009, the two supporting, separate global applications for people performance management and talent management within Philips were replaced by one, integrated system newly linked to the people data store and accessible via the One Philips portal.

The People Performance Management (PPM) process is Philips global way of managing the performance and development of our professionals. PPM is supported by an electronic tool. Today, almost 45,000 employees globally have access to this tool.Responsibilities: - Communication with stakeholders concerning the PPM process design, functional requirements and deployment strategy.- HR Project Management for changes to the PPM application, communication and roll-out materials.- Benchmarking of PPM culture, process and tools.- Provide consultancy and third line PPM support to the business- Management PPM Support Helpdesk- Ensure the availability of PPM data to other HR processes through interfacing.- Management of legal risks related to the PPM design and roll-out .

Including Chair of the Workers Council of the Consultancy Sector from 2001-2002