+32 474 98 30 05 kris@factter.be
Selecteer een pagina
logo factter

Major achievements

Production- & Services environments
Blue & White collars
Private & Public sector

As a Transformation Manager, I embark on a journey where every path is customized, cooperative, and co-creative.
Guiding projects through their evolution, I weave a tapestry of innovation, collaboration, and relentless pursuit of excellence. With each step forward, I lead by example, fostering a culture of adaptability and growth.
Together, we sculp the future, transforming challenges into opportunities and aspirations into achievements. Our journey is not just about change: it’s about crafting a legacy of resilience, empowerment and boundless potential.
Join me in shaping tomorrow, one transformative endeavor at a time.

Organisational development

Change and transformation management, on organisational level 

Organisation design

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).

Cultural change

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

Leadership vision and -style

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

Leadership training

Leadership training programs. Topics related to:
– (new) leadership vision
– outcome 360° leadership scan
– value-based leadership
– autonomous motivation
– style flexibility

HR Strategy - Total talent management & HR data analytics

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

HR strategy - procurement & supply chain management of external HR-agencies

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.

Employee surveys

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.

HR Digitization - HR Informations Systems (HRIS)

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

HR operating model – contingent workforce

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.

HR process redesign

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).

Competency management

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

Performance management

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).

Regulatory change project, CRS (Common Reporting Standard)

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

Regulatory change project, MiFID II (Markets in Financial Instruments Directive)

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).

Talent management & Leadership development

Performance improvement & behavioural change, on an individual and team level

Talent management

Talent management: capability review centers to gain insight in the current capabilities and contribution of each individual employee & the team as a whole, the competencies that need to be developed through training and coaching, how to deploy the competencies in an optimal way, the leadership potential and the competencies that need to be acquired externally

Talent management guide

Develop a talent management guide, together with an international product development team

Management team development

Composing, training & coaching of management teams in order to align purpose and direction, implement business plans, enhance mutual cooperation and the interaction with their employees

Succession planning

Analyse and optimize the client’s process wrt the identification and management of  HIPO’s (junior, technical & senior level)

Recruitment and assessment centers

Recruitment and assessment centers of individual employees and teams(production- & services environment, blue & white collars)

HR Business Partner

Within an HR departmentsupport the business, as an HR Business Partner,in their daily activities

Recruitment Manager

Within an HR agency responsible for 8 recruitment consultants (vacancies for blue-& white collars)

Payroll Manager

Within an HR agency responsible for 2 administrative consultants(payroll & contract management)

Sales force effectiveness

Develop a talent management toolkit, towards commercial teams within the healthcare & industrial sector

Shares
Share This