Wieke

Acting as HR lead for new country openings, ensuring all HR processes, policies, and compliance requirements are in place before the first store opening. Key responsibilities include: • Coordinating with cross functional teams to deliver full HR readiness for each country, including compensation & benefits, recruitment, onboarding, contracts, and local labor law compliance; • Serving as the local HR manager during the start-up phase, until the local HR manager is hired and onboarded; • Managing multiple countries simultaneously, each in different stages of preparation, responsible for clear timelines and priorities; • Advising senior leadership on HR implications of international expansion and supporting cultural integration strategies; • Driving change management initiatives to align global standards with local requirements; • Building good relationships with local stakeholders and external partners to ensure correct HR setup in new markets.

Leading HR projects for the international HQ. Key responsibilities include: • Overseeing multiple HR related projects, managing timelines, and coordinating teams; • Supporting change management and advising senior management on HR aspects of organizational transformation; • Developing initiatives to improve employee engagement during transitions; • Building strong stakeholder relationships for project realization.

As HR Business Partner, collaborated closely with the HR Director and Director of Central Store Operations to manage HR strategies impacting over 500 employees across multiple international locations. Key responsibilities included: • Acted as a trusted advisor to two management teams, aligning HR initiatives with business objectives, preparing annual plans and costs (budget) and translating organizational needs into practical, actionable HR strategies; • Supported strategic planning and execution of organizational changes, overseeing human resource planning and cost alignment with company goals; • Developed, analyzed, and maintained HR metrics to inform decision-making and optimize workforce efficiency; • Assessed and adapted organizational structures to support continuous growth and scalability; • Led end-of-year and mid-year review processes, facilitating calibration sessions to ensure fair and consistent employee evaluations; • Supported managers in fostering team development and engagement, creating a culture of continuous growth and feedback; • Designed and implemented engagement action plans and managed retention strategies using data-driven insights; • Established a comprehensive absenteeism policy for the headquarters to standardize and improve attendance management; • Collaborated with management teams on workforce planning, succession planning, and identifying training and development needs;

Responsible for Human Resource (+/- 110 employees), with 2 direct reports: • Strategic advisor for MT on all personnel topics (in-through-out flow, organizational changes, employee experience, & absenteeism); • Initiating projects and making policy for personnel (including onboarding, labor market communication, engagement, learning & Development). • Responsible for analyses regarding staffing, absenteeism, talent development and turnover. Discuss this and give advice to management and taking the necessary actions; • Conducting evaluation and employment conditions, absenteeism and dismissal interviews.