Flexmanager - Global head HR / general management

Global head HR / general management

Work Experience

Career summary

An Internationally savvy executive, currently (interim) Managing Director EMEA for a startup technical services company. Previously was head of HR for the Global technology organization for the Global nr 3 producer of wind turbines. Gained experience within an FMCG, IT Consumer goods and manufacturing environment. An exceptional long-term strategic thinker with great passion and energy as well as the Leadership- and operational skills to put such ideas into practice. Creates teams in which trust and high performance within the highest ethical standards are key. Multicultural communication skills and a deep business interest and understanding rounds the scope and allows a secure seat at the executive management table as well as with employee representatives at various levels.

Professional experience

April 2010- Current
Supporting a start service company as Head of EMEA and additionally responsible for Marketing and HR for Avancos Technical Service Holding GmbH (ATS Holding,
ATS Holding is a Technical services company for the wind energy sector. The company provides Technical services from project management and erecting new wind parks, various inspection- and repair services, composites repair services, both up tower, as on the ground, up to re-powering of the wind park.

In the last year, build, together with two colleagues a business idea, set up the business plan, received Venture Capital funding in three rounds, totaling (2,5 Mio €) and set the first steps towards running the company. The branding as well as our much publicized partnership agreement Accenture and Avancos can be found in major renewable energy magazines. The company currently services in US, Europe, Middle East and Asia, and services 3 of the Global top 5 companies, including for instance General Electric, which certified us as a European supplier to them.

April 2008 - April 2010
Vice president HR Global technology Division and Global process owner Performance management.
Suzlon is the Global nr 4 in Wind energy and the fastest growing company in the top 5. It is a company started in India, now expanding globally including a change in the Global footprint. To underline this, the HQ has moved to Amsterdam, and regional structures are set up outside of India.

Started as of March as VP HR for the Technology division, consisting out of around 1500 employees in Europe and India. Technology encompasses R&D, commissioning and installation. Next to Technology, also was assigned the responsibility for the Marketing and Sales division for Rest of the World. This encompasses EMEA and South America.

Global responsible for setting up, implementing and managing the Global performance management system for all levels (2 systems). The design is according to a holistic approach, from values (which are stated) to developing competencies, setting up process, developing train the trainer programs, developing talent assessment guidelines etc. System is due for go-live in April 2009. 2nd Step is making the tool online available and include a online 360 degree tool for the top 200 employees.

Outsourced transactional recruitment activities for EMEA and south America to an external supplier for all positions between 25K€ and 100K€(+), including vendor management for local recruitment agencies, to around 150 recruitments per year. In 2009 the Global Technology part of the position grew to a size that it could no longer be combined with the head of HR EMEA / South America position. The latter was handed over to an HR colleague in Denmark.

2006 - 2008- HR director EMEA Belkin Components LTD, UK
Belkin is the world’s leading supplier of peripherals and connectivity solutions for computer and electronics users (IT consumer goods). Gross sales exceeded 300 million Euro in EMEA
Highlights:
Set up EMEA HR function and rolled out the new course of HR, from administrative support to a strategic partner thus seriously impacting the business:
• Setup the strategic HR roadmap for 2003-2006 and implementing the underlying projects, such as new values & competencies, online performance appraisal system, HAY evaluation and benchmarking of all EMEA positions, pay-line generation, set-up of expatriation guidelines, set up of new markets, etc .
• Drive best practices sharing in my region as well as on a Global Level through regular meetings to share experience as well as train the regional HR representatives.
• Personally trained the regional HR team on: Electronic Selection and Assessment, Predictive Index, Values and competency setting, Competency based performance appraisal implementation and training, Job evaluation with the HAY methodology, Pay-line design and band setting, Expatriates calculations and -management.
• Implemented new and simpler bonus system, closer to the directly impacted results and including cumulative bonus generation on quarterly basis.
• Pioneered new processes in recruitment, the first improved the recruitment discipline, implemented external assessments and leveraged purchase power, which reduced the recruiting cost by 15%. The second step (partial outsourcing) would reduce with another 15% whilts having a single qualified channel for all candidates for EMEA except shop floor.
• Improved the quality of the selection: None of the new hires (approx 20 of manager and up) left or was asked to leave, whilst the company had a history of employee turnover of 25%.
• Set up and ready for roll out of an e-assessment methodology, which would sink the assessment cost for middle management with 80% from 2500€ to 500€ per assessment.
• Drove performance management down to country level.

1999 - 2006 HR Director JT International / RJ Reynolds (FMCG)
JTI is the world second largest manufacturer and sales organisation of cigarettes, producing annually over 200 Billion cigarettes and generating a net profit of 750 Million US$ in 2006

July 2002 - January 2006 - Director HR Manufacturing Europe & Germany GMBH
Initially this role encompassed only 6 manufacturing sites. After the restructurings in 2002 ,the entire supply chain, R&D and the German entity were added, adding the total responsibility up to 2250 employees
Highlights:
• Conceived, tested and implemented a combined online selection, assessment and 360 degree development tool. This model was selected to serve as the Global Talent Assessment Program of JTI worldwide.
• As the HR responsible in the European steering group for the SAP implementation (F2S, R2R, P2P, O2C), drove training and change management programs for the European supply chain sites as well as trained all the trainers for the European market.
• Managed the outsourcing of the transactional finance activities for the European Supply chain to a Business Support Center in Manchester, resulting in a downscaling of 100 FTE´s within time and budget.
• Set up and staffed center of excellence for the post implementation support of SAP.
• Lead the HR side of the restructuring of the German marketing and sales departments, catalyzed market turnaround from losing 3M€ to earning 26 million € in three years, including a downsizing of 210 positions.
• Moved full R&D lab including 190 employees and their families from Cologne to Trier.
• Presided and headed tariff negotiations on behalf of JTI in the German cigarette industry employers association.
• Member of the Executive committee of the German entity and of the European manufacturing management team.
• Visiting faculty at the social science faculty of the University trier as well as the business faculty of the Technical University for Applied Science.
• Set up regional HR Structure to include all European factories without headcount increase.
• Coordinated closing of Polish factory operations including dispersion of available Polish talents inside of JTI.
• Built solid relationships across four German works Councils.
• JTI employer representative as Vice Chairman of the European Works Council.

1999 - 2001- HR Director JT International Benelux / RJ Reynolds
Initially started in October as head of international employees for the Benelux. After the incumbent HR Director left in January, asked to take over the responsibility for the Benelux market & sales organization, the Global Internal Audit team and the office of the EU Industrial relations in Brussel.
Highlights:
• Responsible for 125 FTE.
• Implemented new values and leadership principles, after the purchase of RJ Reynolds by JT International, through a multi day program for all employees of the Benelux.
• Innovated the HR systems to become an employer of choice (EOC) for talented young academics.
• Reduced employee turnover by 50%, implemented childcare compensation, creativity room, flexible benefits, flexible use of overtime etc.
• Published a book on leadership development as part of a Dutch management series, sold over 3000 copies.

1998 - 1999 Pricewaterhousecoopers
Highlights:
• Promoted from HR consultant recruitment and selection, to Global trainer.
• Conducted global induction course, train the trainer for accountants; presentation skills and designed time management course across Europe and USA.
• Advised and consulted in areas of recruitment, selection and assessment & testing.

1991 - 1998 Variety of staff and field leadership positions as a career officer in the Army after graduating Military Academy.

Education

PhD (in process) in economy, specialty High potential MD
MsC labour and Organisational psychology
BBA Business administration
Executive eductaion: strategic HR
General Management course London Business School

Skills

International HR
Talent Management
Building international Organisations
Enterpreneurship

Languages

Dutch, German, English, French (basic)

Other

Personal Information
Education: Royal Military Academy (1986-1990) Open University (1994-1996) MA Labor and Organizational Psychology
Currently: Working in PhD on High Potential Management Development (Executive program),
Economic University in Breslau
Expected publication date: 2012