P&O Manager

The P&O Manager develops and implements strategic HR policies that contribute to organizational goals by promoting a positive work culture and providing leadership. The P&O Manager ensures that improving practices and knowledge are embedded in the organization through assurance and audits so that they are not lost and sustainable growth and development is achieved.

A well streamlined and inclusive HR policy leading to high performing, efficient and satisfied employees within a transparent organization.

Responsibilities

• Strategic HR Policy: Develop, implement and evaluate strategic HR policies that align with organizational goals and employee needs.
• Recruitment and selection: Coordinate the recruitment and selection process, conduct interviews and make hiring decisions.
• Employee engagement: Develop and implement initiatives to increase employee engagement and motivation, such as training and development, reward programs and social events.
• Performance management: Manage the performance management process, including setting goals, identifying development needs and driving performance improvement.
• Training and development: Coordinate training programs and development initiatives to enhance employee skills and competencies and contribute to career development.
• HR Administration: Ensure accurate and timely processing of HR records, including personnel files, contracts, leave requests and other documentation.
• Compliance: Ensure compliance with relevant employment laws and regulations, as well as internal HR policies and procedures.
• Advice and Support: Function as a trusted advisor to management and employees on human resources, benefits, conflict resolution and other HR-related issues, as well as provide strategic advice on organizational development, process improvement and promoting a healthy work culture.

KPIs

• Employee satisfaction score: Regularly measure employee satisfaction through surveys or feedback sessions. This can be expressed as a percentage of satisfied employees.
• Training and development: Track the percentage of employees participating in training and development programs, as well as the impact of these programs on employee performance and retention.
• Attrition rate: Track the percentage of employees who leave the organization over a given period of time. A lower attrition rate indicates an effective retention policy and a positive work environment.
• Recruitment Efficiency: Measure the turnaround time of the hiring process, the quality of candidates hired, the cost per hire and the percentage of candidates who pass the probationary period. A shorter turnaround time, lower cost per hire and a higher percentage of candidates successfully passing the probationary period indicate an efficient recruitment process.
• HR budget management: Track the HR budget and spending on personnel costs, recruitment, training and development, and other HR-related activities. Effective budget management can contribute to cost savings and efficient use of resources.
• Compliance with laws and regulations: Ensure that the organization complies with all relevant labor laws, regulations and guidelines related to human resource management.
• Absence rate: Measure the percentage of work time lost due to absenteeism. Lower absenteeism indicates a healthy work environment and effective health policies.

Reports

• Weekly reporting to CEO.
• In case of deviations, direct reporting to CEO

About us

Since 1974 HATO has been providing the best lighting solutions for the agricultural sector. We do this on a global basis: from the Netherlands to China and Australia and everything in between. We know that optimal lighting is the basis for responsible and profitable animal husbandry. It is our mission to make this available to everyone.

We are not just another company; we are a movement toward a more sustainable and enlightened future in animal husbandry. Join us and be part of a team making a global impact.

What are you waiting for? Apply today!