Major achievements

Organization-wide transformation processes (Redesign, NWOW, Organizing and collaborating differently): integral design and development of structure (setting course, redefining processes, roles and responsibilities, consultation and decision-making, team composition) and culture (team development, people, change and behavior).

Execute a full business transformation project (redefine strategy, processes, organisational structure, culture and people) for a printing/publishing company that evolved from an ‘internal production’ company towards a ‘service-oriented media house’.

This project (duration of one year), was judged by professors of the Vlerick Business School as well as the Client: score 15,78/20

Development, and implementation of, a new leadership vision & -style along with a 360° scan

Leadership training programs. Topics related to:

• (new) leadership vision
• outcome 360° leadership scan
• value-based leadership
• autonomous motivation
• style flexibility

Develop a long-term perspective to managing talent in the ‘gig economy’, aligned with the ambition of the organisation. Combine HR-data from different resources to create better insights & decision-making and increase productivity

Develop and implement the concept, role and policy of Supply Chain Management.

Design and implement end-to-end supply chain processes.

Develop ready to use operational manuals, metrics, toolkits, templates and training material.

People analysis related to organisational- & employee well-being, along with advise on opportunities that will nudge employees towards a better lifestyle and more engaged work-life leadership.

Surveys related to leadership, autonomous motivation, satisfaction, engagement, sustainable employability, stress and psychosocial well-being.

Accompany the change towards a new local payroll processing service provider & a new global provider of cloud-based Human Capital Management solutions as well.

Install IT-platforms (SaaS, Vendor Management System ‘Fieldglass’) to standardize, manage and develop relationships with HR agencies; safeguard and optimize quality (service delivery & talent deployment), costs (direct savings via supplier rationalization, on average 7% of total spend) and legal risks.

HR Systems:

• ADP GlobalView (SAP software platform) for personnel administration;
• PARTENA Salary Administration Manager (SAM Level 5) for payrolling;
• PARTENA Employee Self Service (ESS) for online electronic payslips platform;
• EASYPAY for time & absence registration

Define the HR service delivery.

Standardize and optimize end-to-end operational HR processes (procure-to-pay) together with the client's teams.

Translate processes and standards into ready to use operational manuals, toolkits, templates and training material.

Standardize and optimize the onboarding process & contract management of the company's contingent workforce, to prevent fraud by projectsourcing agencies (article 31 and pseudo independence).

Implement projects by using an integrated approach starting with job descriptions and competencies as a basis for recruitment & selection, talent detection, appraisals, employee development, rewarding and succession planning

Development, and implementation, of a growth culture & new way of collaborating. This by digitizing the performance management cycle & optimizing interaction and performance targets (training programs related to continuous reciprocal feedback, goal-setting, stress management, resilience, verbal aggression).

A global combat against tax fraud and tax evasion. Company-wide implementation of new imposed rules by enhancing IT-systems for reporting purposes, training and by developing new documentation

Increase market transparency and enhance investor protection. Improve the functioning of the bank by becoming more client-centric and by proving the regulator that the new legislation is applied correctly (via enhanced IT-systems, processes, training and the right documentation).