Gesloten vacatures offshore Rotterdam

Supports the business and employees throughout the employment lifecycle. Has a broad range of responsibilities, including but not limited to talent acquisition, onboarding, employee relations, talent management, compensation and benefits, and operations. This is a role requiring the position holder to be firmly involved in activities practically in addition to considering strategic impacts of actions agreed at global. Business Line and local levels. Accountability of the role and the team locally sits with the HR Manager.

Our ingenuity fuels daily life. Together, we’ve forged some of the most trusted partnerships across the energy value chain to make what was once just an idea a reality: laying subsea infrastructure thousands of feet below sea level, installing platforms hundreds of miles from shore, using our expertise to design and build offshore wind infrastructure, and reshaping the onshore landscape to deliver the energy products the world needs safely and sustainably. For more than 100 years, we've been making the impossible possible. Today, we're driving the energy transition with more than 30,000 of the brightest minds across 54 countries.

This profile is applicable to the role of Manager Human Resources. This role may form part of a larger HR Team or have sole accountability for a medium to large office or project. This role reports to the HR Business Line Lead and is accountable for activities and deliverables within their country location.

• Bachelor’s Degree preferred but not essential
• Dutch spoken and written
• A minimum of ten (10) years experience in a similar role, strong preference for project based practical experience
• Demonstrable and positive experience and knowledge leading HR effort with Works Council groups and partnering with Office Lead to promote an effective / proactive relationship
• Relationship and credibility building based on approach and prior experience
• A detailed understanding of HR principles and practices
• Solution driven and resourceful
• Development focused for team members and self – striving for excellence
• Experience with HR Systems, e.g., SAP, Oracle, PeopleSoft, etc.
• Excellent communication skills, both written and verbal
• Ability to build good relationships and credibility quickly
• Capability to apply discretion and maintain high levels of confidentiality
• Roles are not limited by this outline and can vary with the ability scope of the role holder

• Building relationships with key stakeholders and establishing requirements and acting on those with the HR team in line with overarching McDermott requirements.
• Actively manage the local HR budget development and expenditure and be accountable for that to the BL HR lead.
• Building an active and effective relationship with the Operational Lead and the Works Council group for the furtherance of office integration into the global company to promote consistency whilst mindfully respecting local jurisdiction requirements for office operations and HR project adoption. This requires active application of managing, drafting appropriate communications and advising on Works Council activities successfully and in line with operational and global organization needs.
• Ensure all processes, procedures and actions taken are compliant with internal compliance requirements and also local jurisdiction and to seek guidance where needed.
• Promote and ensure local HR team and site HR teams are developed to share key project knowledge.
• Active member and contributor for initiatives relevant to the local office and related site projects/ bid processes as a part of the local management team.
• Work within defined parameters – can make decisions and apply concepts to issues of high complexity and resolve issues through immediate action.
• Provide timely and accurate advice and guidance on general HR inquiries related to policies and processes and other general HR matters, including employee relations, benefits, talent development, and payroll.
• Develop and manage recruitment activities/strategies in line with business requirements.
• Manage the offer process by ensuring offer letters and employment contracts are issued per Company policy, local laws, and regulations.
• Manage the onboarding and off-boarding processes, which include conducting orientation sessions, exit interviews, and system updates.
• Manage talent management processes, including annual initiatives such as talent review, succession planning, and goal setting.
• Manage compensation processes such as salary reviews and promotions, including annual initiatives such as merit review.
• Partner with HR COEs on global initiatives which include the annual merit process, Talent Review process and HIPO management, Performance Review, annual goal setting though not exclusive to these.
• Responsible for maintenance of or oversight of HR and other systems as required and interacting with the HRIS team for development and challenges to drive practical solutions locally.
• Responsible for generating monthly and ad hoc HR reports by compiling, transforming, and visualizing data.
• Make recommendations and take actions for process improvements and innovations to drive efficiencies.
• Develop, maintain, and approve procedural documentation to accurately reflect business process.
• Manage a team of HR Generalists, HR Business Partners including active development of the team for succession planning, set strategy for the office incorporating local, Business Line, Global Functional needs with approval of HR BL lead. This can include the management and line reporting of Project HR teams for projects signed from the locality.
• Perform other duties and responsibilities as assigned.
• Own and lead the implementation, enforcement, and verification of compliance with all McDermott policies and procedures.
• Ensure employees understand their responsibility and authority to effectively implement the requirements of all McDermott policies and procedures.
• Ensure the timely completion of all mandatory training by themselves and their teams.
• Advocate for and work by the company's core competencies and values in all activities and embed them in all new or refreshed activities.
• Pursue continuous improvements in the HR service provision within the locality, project localities and in support of global initiatives.