HR Manager / People & Culture

Digital Pipl; Rotselaar; On-site; EUR 70,000 - 95,000; Full time

Job summary

Digital Pipl is seeking an experienced HR Manager / People & Culture to own the people strategy and day-to-day HR, shaping a high-performing organization. You will partner with senior leadership across technical, operational, and commercial teams to translate business priorities into practical HR initiatives.

You will lead organisational development, performance management, employee engagement, talent acquisition, and scalable HR processes in a dynamic growth environment.

Qualifications

• Experience leading People & Culture strategies in tech/industrial environments.
• Strong focus on culture, engagement, and employee experience.
• Proven ability to scale HR processes across international operations.

Responsibilities

• Develop and own the people strategy and org design in collaboration with senior leadership.
• Lead culture initiatives, internal comms, and company-wide engagement activities.
• Build and communicate an authentic employer value proposition to attract talent.
• Oversee HR operations, payroll coordination, documentation, and compliance.
• Design competitive compensation frameworks and benefits aligned with business needs.
• Drive onboarding, performance reviews, learning initiatives, and managerial development.
• Ensure governance, risk, and information security aspects of people policies.
• Coordinate multi-country employment and HR projects as the company grows.

Skills

People strategy

Org. development

HR leadership

Payroll coordination

Employer branding

HR governance

English fluency

Job description

Our client is an ambitious, technology-driven company developing advanced solutions for complex industrial challenges. Combining sophisticated software, engineering expertise, and physical product development, the business operates at the intersection of digital innovation and industrial technology.

This is an opportunity to join a growing business at a formative stage, working closely with senior leadership to shape both the employee experience and the organizational capabilities needed for long-term growth.

The Role

As HR Manager /People & Culture, you will take ownership of the company's people strategy and day-to-day HR activities, helping build a strong, engaged, and high-performing organization.

Working closely with the leadership team and colleagues across technical, operational, and commercial functions, you will help translate business priorities into practical people initiatives. Your focus will include organizational development, performance management, employee engagement, talent acquisition, and the implementation of scalable HR processes.

This is a hands-on, broad-scope role suited to someone who enjoys combining strategic thinking with execution in a dynamic, evolving environment.

Key Responsibilities

People Strategy & Organizational Development

• Partner with senior leadership on workforce planning, organizational structure, and people priorities.

• Help ensure the organization has the capabilities, roles, and processes needed to support its growth.

• Develop practical people policies and frameworks that evolve alongside the business.

Culture, Engagement & Internal Communication

• Foster a collaborative, accountable, and ambitious workplace culture.

• Lead internal communication initiatives, company-wide meetings, team activities, and employee engagement initiatives.

• Create opportunities for employees to connect with leadership, understand company priorities, and contribute to a shared vision.

• Support a positive employee experience as the organization grows.

Employer Branding

• Develop and communicate an authentic employer value proposition.

• Strengthen the company's visibility as an employer through relevant communication channels and talent communities.

• Collaborate with internal stakeholders to ensure the employee experience and external employer messaging remain aligned.

HR Operations & International Employment

• Oversee core HR administration, employment documentation, payroll coordination, and employee records.

• Ensure HR processes comply with applicable employment legislation and local requirements.

• Coordinate with external payroll providers, legal advisers, and other partners where needed.

• Help establish consistent processes across international operations.

Compensation, Benefits & Rewards

• Develop and maintain competitive compensation and benefits frameworks.

• Support salary benchmarking, benefits design, employee incentives, and other reward mechanisms.

• Ensure compensation practices remain aligned with business needs, internal consistency, and the company's stage of development.

Employee Lifecycle & Development

• Build effective onboarding and offboarding processes in collaboration with relevant internal teams.

• Establish practical performance review cycles, feedback mechanisms, and development frameworks.

• Support career progression, learning initiatives, and the development of managerial capabilities.

• Help create a culture of continuous improvement and professional growth.

HR Governance & Compliance

• Maintain appropriate HR policies, documentation, employee acknowledgements, and compliance records.

• Support the people-related elements of the company's broader governance, risk management, and information security processes.

• Ensure employee-related procedures are practical, consistent, and appropriately documented.

What You Bring

• Experience in a People & Culture, HR leadership, HR management, or senior HR business partnering role, ideally in a growing technology, engineering, or industrial business.

• A strong interest in building organizational culture, improving employee engagement, and creating an effective employee experience.

• Solid knowledge of employment legislation and HR operations in the company's principal European market.

• Experience coordinating payroll and working with external HR, legal, or employment partners.

• A proven track record in recruiting both technical and non-technical professionals.

• Practical experience with compensation frameworks, employee benefits, performance management, and professional development.

• Strong communication, interpersonal, and stakeholder-management skills.

• The ability to work effectively with senior leaders while remaining approachable and connected to employees.

• A proactive, structured, and pragmatic approach, with the confidence to build processes where they do not yet exist.

• Fluency in English; knowledge of an additional local language is an advantage.

Nice to Have

• Experience in a technology-led business involving both software and physical product development.

• Familiarity with HR governance, audit requirements, or information security-related employee controls.

• Experience supporting employees across multiple countries and coordinating international employment arrangements.

• Exposure to organizational scaling, international expansion, or the development of HR foundations in a growing company.

Why Consider This Opportunity?

• Meaningful ownership: Shape the people function rather than inherit a fully established structure.

• Leadership exposure: Work directly with decision-makers and influence organizational development.

• Broad impact: Contribute to culture, talent, performance, and the employee experience.

• Room to build: Introduce practical processes and frameworks that support the company's next stage of growth.

• International perspective: Work in a business with an international outlook and diverse professional teams.