Various Projects •In 2007 Solvay Pharmaceuticals Veenendaal (55 employees) was sold to a foreign firm. I monitored the HR aspects of the sale (advisory services, consultations with works council and trade unions, financial aspects and transitional period).•From 2002-2007 I negotiated a successful grant for education and training from ESF ( European Social Fund). By this grant 40-50% of the annual educational budget of the location was secured. •In 2006 I set up an Employability system which defines the tasks and activities of each individual employee. The need for training and education was thus clarified.•In 2005 I set up an external and internal outplacement /monitoring program for the necessary downsizing of Solvay Pharmaceuticals Weesp (1200 employees). I also monitored the closure of two production sections in connection with the downsizing.•From 2002-2006 the styling and streamlining of the new organization structure of Solvay Pharmaceuticals Olst was my assignment: this involved a.o. the introduction of a long-term staff and formation structure, the introduction and use of competence management, the setting-up of an internal and external mobility plan with individual training possibilities and a training path using EVCs.•In 1999 and 2000 I started an internal and external flexibility model in order to be able to deal with fluctuations in production volumes. This implied increased usability of own staff, and in-house establishment of an external flex deliverer. N.B. On an annual basis an average of 90 to 120 fulltime flex workers is present.Sidelines:•Board member of an Foundation for the stimulation of the development of enterprises. This Foundation is offering educational and labour training to people with a lower education.•Former Chairman of the Reinstatement Board at Solvay. This is an Advisory Board to advise on allocation and replacement possibilities for those whose functions have been made redundant.Specialties: •Setting up new HR structures and organization. •Consultations with works council and trade unions.•Styling and streamlining of new organizational structures.•Setting up Internal and External Flexibility models.•Monitoring program of outplacement and downsizing.•Define an employability system for training and education needs.