HR Manager

Redbear Tech; Groningen; Hybrid; EUR 70,000 - 90,000; Full time

Job summary

Redbear Tech is seeking an HR Manager on a 1-year fixed-term contract to cover maternity leave. You will lead the HR function, partner with senior leadership, and guide workforce planning, recruitment, and employee development across multiple entities.

The role requires a degree in HR or related field, plus CIPD Level 7 or equivalent, and 3–5 years of HR management experience. Global HR exposure and knowledge of Dutch legislation are desirable.

Qualifications

• Bachelor’s degree in Human Resources, Business, Psychology, or a related discipline.
• Professional HR qualification (e.g. CIPD Level 7 or equivalent).
• At least 3 – 5 years in a HR management role.
• Strong knowledge of employment legislation and HR best practices.
• Global HR experience – working across various entities & countries.
• Experience with Change Management & Dutch legislation is desirable.

Responsibilities

• Develop and implement HR strategies that align with the organisation’s business objectives.
• Partner with leadership to support organisational growth, workforce planning, and change initiatives.
• Analyse HR metrics and workforce trends to support strategic decision-making.
• Lead and manage complex employee relations matters, ensuring fair and consistent outcomes.
• Provide coaching and support to managers on performance management, disciplinary processes, grievance procedures, and conflict resolution.
• Promote a positive, inclusive, and high-performing workplace culture.
• Ensure employee wellbeing initiatives support engagement and retention.
• Oversee recruitment strategies to attract and retain high-quality talent.
• Collaborate with hiring managers to identify workforce needs and succession plans.
• Monitor recruitment performance and implement continuous improvements.
• Lead the organisation’s performance management framework.
• Support managers in setting objectives, conducting performance reviews, and managing development plans.
• Promote a culture of continuous feedback and professional growth.
• Support salary benchmarking and remuneration reviews.
• Ensure compensation practices remain competitive and equitable.
• Manage employee benefits programmes and recommend enhancements where appropriate.
• Ensure compliance with employment legislation, regulatory requirements, and internal policies.
• Review and update HR policies, procedures, and employee handbooks.
• Lead internal HR audits and support external compliance requirements.
• Maintain confidentiality and ensure data protection standards are met.
• Oversee day-to-day HR operations and service delivery.
• Manage HR systems and ensure accurate employee records.
• Improve HR processes through automation and continuous improvement initiatives.
• Lead, mentor, and develop the HR Administrator.
• Set team objectives and monitor performance.
• Foster collaboration across departments and promote best HR practices.

Job description

One year fixed term contract to cover Maternity Leave.

The HR Manager is responsible for leading the organisation’s Human Resources function, partnering with senior leadership to develop and implement people strategies that support business objectives. This role oversees all aspects of the employee lifecycle, including workforce planning, talent acquisition, employee relations, performance management, learning and development, compensation and benefits, compliance, and organisational development.

The HR Manager acts as a trusted advisor to leaders, fostering a positive workplace culture while ensuring HR policies and practices align with organisational goals and employment legislation across all entities.

• Bachelor’s degree in Human Resources, Business, Psychology, or a related discipline.
• Professional HR qualification (e.g. CIPD Level 7 or equivalent).
• At least 3 – 5 years in a HR management role.
• Strong knowledge of employment legislation and HR best practices.
• Global HR experience – working across various entities & countries.
• Experience with Change Management & Dutch legislation is desirable.

Strategic HR Leadership

• Develop and implement HR strategies that align with the organisation’s business objectives.
• Partner with leadership to support organisational growth, workforce planning, and change initiatives.
• Analyse HR metrics and workforce trends to support strategic decision-making.

Employee Relations

• Lead and manage complex employee relations matters, ensuring fair and consistent outcomes.
• Provide coaching and support to managers on performance management, disciplinary processes, grievance procedures, and conflict resolution.
• Promote a positive, inclusive, and high-performing workplace culture.
• Ensure employee wellbeing initiatives support engagement and retention.

Talent Acquisition and Workforce Planning

• Oversee recruitment strategies to attract and retain high-quality talent.
• Collaborate with hiring managers to identify workforce needs and succession plans.
• Monitor recruitment performance and implement continuous improvements.

Performance Management

• Lead the organisation’s performance management framework.
• Support managers in setting objectives, conducting performance reviews, and managing development plans.
• Promote a culture of continuous feedback and professional growth.

Compensation and Benefits

• Support salary benchmarking and remuneration reviews.
• Ensure compensation practices remain competitive and equitable.
• Manage employee benefits programmes and recommend enhancements where appropriate.

HR Policies and Compliance

• Ensure compliance with employment legislation, regulatory requirements, and internal policies.
• Review and update HR policies, procedures, and employee handbooks.
• Lead internal HR audits and support external compliance requirements.
• Maintain confidentiality and ensure data protection standards are met.

HR Operations

• Oversee day-to-day HR operations and service delivery.
• Manage HR systems and ensure accurate employee records.
• Improve HR processes through automation and continuous improvement initiatives.

Leadership

• Lead, mentor, and develop the HR Administrator.
• Set team objectives and monitor performance.
• Foster collaboration across departments and promote best HR practices.