Developing and implementing training initiatives from a global perspective for the implementation of Workday in 13 business units for more than 13 000 employees. Responsible for:• development and roll-out of a global training plan• deliverables: Train-the-Trainer - preparing and facilitation; Quick Reference Cards; Walk Through videos, Demos etc.;• liaison between global team and local HR teams to advice and support them in creating and implementation of local training plans.

- Provide advice and consultancy to management and employees in HR matters in order to support the achievement of strategic business goals. Responsible for aligning business needs with relevant HR initiatives and solutions; - Facilitating annual Strategic Workforce Planning (SWP) aiming to create workforce plans that ensure having right people and capabilities to deliver business agenda;Recruitment and Selection: Advice managers in resource planning and selecting suitable recruitment solutions and sources; managing the full end-to-end recruitment cycle;- Onboarding: design and roll out new local onboarding process including roles, responsibilities, trainings;- Learning and Development: design, plan and execute learning and development programs; work collaboratively with relevant stakeholders, define the project scope, deliverables and plan; converts training needs into learning programs; coordinate organisation of trainings (suppliers, budgets, facility process);- Lead multiple HR projects and changes: implementation of Workday, new talent management approach, SWP, organisational culture, recruitment in sales force, improvement in core Learning and Development process and Onboarding;- Responsible for implementation of efficient and timely performance management process; design and facilitate trainings to ensure high-quality performance and feedback giving culture; - Talent Management: Support managers in assessing team’s potential, develop and implementation of succession plans, building strong leadership pipelines and personal development plans, facilitate talent calibration discussions between Management Board members;- Compensation and Benefits: consult managers in reward related topics such as coordinating the roll-out of the yearly pay review process and analysing (individual) compensation proposals (alignment to legislation, benchmarking and company strategy).- Developing guidelines, toolkits and solutions on engagement.