Meta Te Kloeze, Mba Ba Email & Phone Number

Spijk

• Reports to Plant Manager;• MT member;• Collaborates with international HR management and local MT regarding HR objectives / KPIs including budget regarding development and implementation of strategy, core values, policies, strategic workforce planning, local training, initiatives to support and achieve best practices / business results;• Responsible for advice to managers regarding the application of HR policies, laws & regulations, employment conditions, productivity, recognition and morale, health and safety at work;• Sparring partner of MT, f.e. leadership development, succession planning, change management, pensions, disciplinary matters, disputes and research;• Responsible for maintaining contacts with external stakeholders such as occupational health and safety service, UWV, employment agencies, payroll organization, IND, Central Government Service (like Wagweu), labor lawyers and KPMG (audits);• Due to trends, procedures and changes in legislation and regulations and new technologies in HR field, responsible for, among other things, staff manual including performance and talent management;• Responsible for annual salary mandate, monthly payroll including IND processes and 30 percent rule;• Responsible for HR projects such as ADP and SuccesFactors;• Responsible for HR analytics;• Continuously up to date with HR developments and comply with Dutch laws and regulations, like staff manual;• Responsible for job architecture (salary structure, job classification and job descriptions);• Involving and collaborating with works council regarding organizational developments, change management, an integrated approach to all HR/business/legal issues such as absenteeism, HR cycle, career development, health, balance in work & private life;• Member of Safety Committee;• Manages employees of HR department and Reception.

Utrecht, Nederland

• Reports to CEO;• Drafting, implementing and translating HR strategy and HR budget in line with organizational values to departmental and personal objectives; • Developing, implementing and continuously improving HR policies such as: strategic workforce planning, performance management cycle (e.g. calibration and 360 degree feedback), compensation & benefits, learning & development and talent acquisition for employee influence experience• Maintains, implements and improves HR procedures (related to performance appraisals, salary, leave, illness, bonuses and dismissal) and best practices support and strengthening of HR activities;• Advises and supports all relevant stakeholders in development of people's qualities and optimizing their involvement, bonding, well-being and commitment to organizational objectives;• Focusses on talent acquisition, onboarding, retention and offboarding dismissals, reorganization, outplacement and exit interviews);• Writes job descriptions and relevant competencies in consultation with manager; • Contribution of personal development in collaboration with manager and employees because of education and/or training;• Leads and participates in HR projects e.g. performance management, learning & development, occupational health and safety policy and onboarding;• Manages, f.e. absenteeism, management process and employee cases, 30 percent scheme, IND permit, RI&E and payroll in accordance with Dutch legislation;• Manages monthly and quarterly reporting including KPIs for workforce, talent acquisition, leave days and overtime, as well as forecasts and budgets;• Business language is English because of international colleagues.

Utrecht En Venlo, Nederland

• Reports to Belgian (office Utrecht), German (HUB Venlo) General Manager and German HR Director (EU HQ Augsburg);• HR responsible for 2 entities: Arthrex Netherlands BV (sales and office staff) and Arthrex Distribution Hub EMEA BV (mainly logistics staff), proactively sharing insights to contribute and to promote organizational behavior and culture;• MT member regarding contribution to development of strategies, policies and procedures;• Sparring partner of managers for questions and guidance regarding HR topics, issues, policies and procedures regarding Dutch employment law, talent development, organizational development and performance development (including process of performance reviews and assessments);• Leading HR processes, providing HR training and support for defined processes;• Handling the entire recruitment procedure, including job descriptions and job interviews;• Preparing HR analytics and insights in reports to improve performance and improve overall employee experience such as onboarding, exit interviews and surveys;• Responsible for HR budget regarding recruitment, learning & development, balance in work & private life;• Collaborate with stakeholders (including marketing & communications department) to implement employer value proposition and employer branding;• Responsible for all administrative HR activities such as organizational charts, contracts, payroll, pension, absenteeism and staff manual;• Contribute to continuous further development of HR management such as performance management tool and being part of project teams to best sharing practices, focusing on continuous improvement, changes and implement new processes, create work efficiency, reduce costs and improve quality;• Collaborating with lawyers on complex cases such as: settlement agreements;• Prevention officer (certified)• Manages employee, HR Officer.

Dodewaard

• Reports to Manager HR• Sparring partner at all organizational levels, like development and coaching managers, effective HRM/effective leadership, talent development and competency development of employees (mainly Marketing/Sales/ICT/QA/RA staff);• Align HR policy and instruments with organizational objectives, including sustainable employability, inflow, throughflow and outflow, recruitment, change management, strategic staff planning, job architecture, recruitment and performance & talent development;• Active role and responsible for absenteeism in accordance with the Gatekeeper Improvement Act;• Initiates advice proposals for Management and Works Council in response to identifying trends and bottlenecks in HR processes and procedures for, among other things, inflow, throughflow and outflow, career development, social innovation and effective HRM/leadership;• Responsible for HR projects: including sustainable employability, recruitment and absenteeism;• Initiating and carrying out various recruitment activities such as referral recruitment and candidate experience;• Knowledge of labor law, absenteeism and employment conditions, Metalektro collective labor agreement.​

Arnhem / Amsterdam

• Reports to HR Director• Advising and supporting employees, HR Business Partners, MT, Central Works Council and Management on HR trends & organizational, leadership development, organizational processes, change management and performance management as well as the integrated approach to HR/business/legal issues at all organizational levels, e.g. improvement proposals based on, among other things: KPIs HR policy and instruments, competency management, career & (talent) development, health & lifestyle, work-life balance;• Active role and responsible for HR projects as well as change processes (e.g. resistance) such as Inclusive Labor Organization (Participation Act), digitalization & robotization (learning & development), sustainable employability, talent management, mobility, vitality and absenteeism;• Active role and responsible for inflow, including onboarding. In case of advancement (temporary work/permanent work) through talent and career development. Also in the event of outflow (due to reorganization/dysfunction) in accordance with, among other things, the Social Plan, collective labor agreement and labor law. Contact with outplacement and secondment agencies;• Sparring partner, member of the sustainable employability steering group and HR NL team regarding organizational objectives, best practices, change processes, strategic workforce planning and sustainable employability events;• Active role and responsible for absenteeism/reintegration of disabled employees in accordance with the Gatekeeper Improvement Act, labor law and social security, among others in collaboration with company doctor and labor expert. E.g. UWV proof absenteeism file, 1st and 2nd track, WIA application, expert opinion. Including administrative support and reporting & analysis;• Confidential advisor.

Harderwijk

• Reports to HR Director• Responsible for 'Effective HRM' project focussing on all organizational levels. Based on competency management and change management including benefits, skills and implementation costs;• Advising and supporting management and employees on HR/legal issues, including dismissal, inflow, inflow and outflow/personnel changes, holidays, leave and absenteeism;

Apeldoorn Area, Netherlands

• Reports to Manager HR• Advising and supporting work process improvements such as strategic workforce planning, risk inventory and evaluation, recruitment, absenteeism, occupational health and safety, sustainable employability, mobility;• Organizing sustainable employability events.

Westervoort

• Responsible for acquisition, relationship management and sales;• Writing and posting vacancies on various job boards and social media;• Sourcing & searching, recruiting & selecting candidates using networking, job boards and social media;• Interviewing, matching and conducting assessments of candidates;• Salary negotiations and checking references;• Preparation and application of job profiles, recruitment policy and 360 degree recruitment strategies.• Manages team of 6 to 8 persons Back and Front Office employees

Zevenaar

• MT-member and responsible for (team) targets;• Personal and telephone sales (B2B) to SMEs and other large companies;• Recruiting, managing and expanding new and existing customers;• Develop and implement theme and promotional advertising in collaboration with desktop publishing colleagues;• Drawing up conditions and supervising sales processes;• Career and performance reviews, coaching and training of sales colleagues;• Making quotations, administration and complaints handling.manages a team of 6 persons (Sales and office staff)

Region Southern Part Of The Netherlands

• Reports to Regional Sales Manager;• Monthly targets;• Recruiting, managing and expanding new and existing customers (b2b);• Make quotations;• Administration;• Complaints handling;• Presenting and introducing new and existing products.

Area Of Limburg The Netherlands

• Reports to Sales Team Lead• Weekly targets;• Sales b2b;• Recruiting, managing and expanding new and existing customers;• Making quotations and administration;• Complaints handling;• Theme and promotional advertising in collaboration with desktop publisher;• Drawing up sales conditions and supervising advertising processes;

Different Areas In Gelderland

• Reports to Sales Team Lead• Weekly targets;• Personal and telephone sales b2b;• Recruiting, managing and expanding new and existing customers;• Making quotations and administration;• Complaints handling;• Theme and promotional advertising in collaboration with desktop publisher;• Drawing up sales conditions and supervising advertising processes;

Master Of Business Administration - Mba

MBA masterclasses: Masterclass Organization and Management Masterclass Strategic Management Masterclass Financial Management Masterclass.

Bachelor Of Applied Science - Basc, Casemanager Absentieesm

Social Security (like changes in labor conditions Act, WAO, WIA, WW, Privacy and absenteeism) Labor law (such as basic dismissal rules.

Bachelor Of Applied Science - Basc, Human Resources Management, Ba In Human Resources & Business Management

Bachelor Of Arts - Ba, Commercial Economy

Commercial Economy

Commercial Economics