1. Point of contact
Accountability: Serve as the entry point of contact for all HR related matters (and certain topics in particular), receive and solve first line questions and provide management, (temporary) employees and third parties with information concerning HR matters.
Result: Management, employees and third parties are correctly informed about individual, HR issues, regulations and opportunities and first line questions are solved.

2. Payroll and compensation
Accountability: Apply and interpret compensation and benefits policies, tax, social security and labor law regulations, perform payroll related administration, answer questions, handle salary and appraisal rounds administration.
Result: Timely, correct and compliant administration as input for salary payments and the staffing invoicing process.

3. Personnel administration
Accountability: Execute the personnel administration processes, manage contacts with third parties and monitor and archive personnel files and documents in applicable systems in line with rules and regulations and take action in case of discrepancies.
Result: Complete, timely and actual availability of personnel information.

4. HR tools and systems
Accountability: Handle and maintain HR systems and tools and define and implement administrative procedures and signals opportunities for optimization.
Result: The data in HR tools and systems is accurate and up-to-date so that reliable information can be accessed at all times.

5. Management information
Accountability: Generate overviews and execute queries using applicable HR tools and systems, and analyze and report on (internal) HR developments and trends.
Result: Management is provided with actual and correct information for decision making.

6. Support
Accountability: Provide administrative, planning, relationship management and communication support to management, (temporary) employees and third parties.
Result: Management, (temporary) employees and third parties are optimally supported in the selection, appraisal, reward and development of employees.

Accountability: Behave in line with safety rules, regulations, procedures, instructions, guidelines, and awareness, including addressing anomalies to others.
Result: Unsafe situations, incidents and damages are avoided.

Differentiating Factors

Nature of Work
Executes all administrative activities, supports all HR processes and executes and processes all cases, including the more complex cases

HR Knowledge
Profound knowledge of HR administration processes, policies, regulations, and HR (information)systems and can apply and interpret this in practice

Social skills
Persuasion and reasoning are mainly based on HR knowledge and content-driven arguments

Subject to general HR procedures and ways of working, performs activities independently and supports less experienced colleagues in case of operational issues

Knowledge and Experience

Thinking requirements: Vocational level (MBO-4)
Experience requirements: 2 - 4 years of relevant experience

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