Human Resources Business Partner

Carwash De Singel; Oost-Vlaanderen; On-site; EUR 70,000 - 100,000; Full time

Benefits offered by this job

Competitive compensation package

Direct collaboration with CEO

Strategic involvement in growth and HR

Job summary

Carwash De Singel is seeking a hands-on HR Business Partner to build and run the entire HR function across multiple car wash sites. This role blends strategic HR development with active, on-the-ground execution in a fast-growing, PE-backed environment.

You will own recruitment, onboarding, payroll, compensation harmonisation and post-acquisition integration, partnering with the CEO and management team to design scalable processes and drive operational HR excellence.

Qualifications

• Strong experience in recruitment, onboarding and payroll processes across multiple sites.
• Knowledge of local Belgian labour law and social security obligations.
• Ability to design scalable HR processes and playbooks for acquisitions.

Responsibilities

• Build and run the full HR function across sites from recruitment to payroll.
• Set up scalable recruitment and onboarding processes for site staff and office roles.
• Harmonise HR policies, compensation and benefits across acquired sites.
• Lead post-acquisition HR integration and develop a repeatable playbook.

Skills

Recruitment

Payroll

HR Management

Employee Relations

Policy Development

Cross-site Coordination

Education

Bachelor’s or Master’s degree in HR, law or equivalent

Job description

Job Profile: Hands-on HR Business Partner
Context

Our company operates in the car wash sector and is executing an ambitious Private Equity-backed buy-and-build / consolidation strategy. We acquire existing car wash sites and integrate them into one consolidated group. Each acquisition brings new employees, contracts and HR practices, which need to be harmonised and set up professionally.

For this phase, we are looking for a hands-on HR Business Partner who will personally build and run the entire HR function, from recruitment to payroll. This is not a policy role at arm’s length. You will build the processes yourself and work with them every day.

Role and Positioning

The HR Manager reports to the CEO and is part of the management team. The role combines strategic HR development with operational execution across all sites. It is a true “founding HR” role within a fast-growing organisation.

Key Responsibilities

Recruitment and Onboarding

• Set up a scalable recruitment process for both site staff (tunnel managers, tunnel operators, students, etc.) and office roles
• Actively recruit: write job postings, manage channels, conduct interviews
• Design and professionalise the onboarding programme, including for employees joining through acquisitions
• Work with site managers to quickly fill local staffing needs

Performance and Development

• Set up a uniform performance review process across all sites
• Develop job profiles and career paths within the organisation
• Support local managers with coaching, feedback and performance management
• Shape training and development initiatives

Compensation and Payroll

• Set up and manage accurate, timely payroll across all (acquired) entities
• Work with the social secretariat and/or payroll providers
• Harmonise compensation policies, benefits and employment conditions across acquired sites
• Ensure correct follow-up of social security and employment law obligations

Post-Acquisition HR Integration

• For each acquisition: map existing contracts, pay and employment conditions
• Harmonise HR processes, policies and tools at newly acquired sites
• Build a repeatable “playbook” for fast and correct HR integration of new acquisitions
• Guide employees through the changes that come with an acquisition

HR Organisation and Systems

• Implement a central HR and payroll system usable across the entire network
• Set up personnel files, policies and work regulations that scale with the organisation
• Act as point of contact for employment law, the social inspection services and external HR advisors
  

Profile and Experience

• At least 5–10 years of experience in an HR role with broad responsibility (recruitment, performance management, payroll), preferably as HR Manager or HR Business Partner
• Proven experience with payroll and social legislation
• Experience in a multi-site, retail, franchise or labour-intensive organisation is a strong plus
• Experience with post-acquisition HR integration is an advantage, but not a hard requirement
• Familiar with HR and payroll systems
• Bachelor’s or master’s degree in HR, law or equivalent through experience
• Professional French knowledge

Competencies and Personality

• Hands-on and pragmatic: builds processes and helps run them, including on the floor at the sites
• Entrepreneurial and solution-oriented, comfortable in a fast-growing environment that is not yet fully structured
• Strong organisational skills to keep HR running smoothly across multiple entities at once
• Empathetic and people-focused, with an eye for the impact of acquisitions on employees
• Accurate and reliable, especially regarding payroll and legal obligations
• A builder: someone who enjoys setting up and scaling HR processes and systems from the ground up

What We Offer

• A key role in building the entire HR function within a fast-growing company
• Direct impact on both strategy and day-to-day execution
• Close collaboration with the CEO and management team
• A competitive compensation package