HR Business Partner DIGI

at  Citymesh NV

At DIGI BELGIUM, we’re not just stepping into the telecom landscape; we’re here to revolutionize it. With bold ambitions and a relentless drive, our mission is to disrupt the status quo, championing a customer-centric approach and a commitment to innovation. We’re not just participants in the telecom industry; we’re leading a transformative wave, reshaping connectivity with every initiative.
We are looking for an energetic Learning & Development Lead to join us, ready to elevate our team’s skills and drive a culture of continuous learning in our company.
As the HR Business Partner (HRBP), you will be partnering strategically with the Head(s) of Department(s) and Senior Management to manage all aspects of HR, including workforce planning, talent and succession management, team development, performance appraisals and salary reviews. You will navigate the challenges of a scale-up environment, including integrating diverse cultures, specifically Belgian and Romanian, to foster a cohesive and productive workforce.

• Strategic HR Partnership:
• Partner with management to understand business goals and develop HR strategies and workforce plans that support those objectives.
• Act as a trusted advisor, providing guidance on all HR-related matters, including organizational design, change management, leadership development, ….
• Support and influence the leadership team in strategic decision-making related to human resources.
• Workforce Planning & Talent Acquisition:
• Collaborate with the leadership team to anticipate and plan for future workforce needs.
• Together with the recruitment team, develop and implement recruitment strategies to attract top talent in a competitive market.
• Support the onboarding process to ensure new hires are integrated effectively and aligned with company culture and values and provided with the required and appropriate induction trainings.
• Talent Detection & Development:
• Identify high-potential employees and work with the leadership team to create development plans to prepare them for future leadership roles.
• Implement talent development initiatives, including training programs, mentoring, and coaching.
• Foster a culture of continuous learning and development within the teams.
• Employee Relations & Team Development:
• Act as a point of contact for employees, addressing concerns and resolving conflicts to maintain a positive work environment.
• Manage complex employee relations issues, conducting investigations and recommending appropriate actions.
• Provide support and guidance to managers on handling team dynamics and interpersonal conflicts.
• Performance Management:
• Oversee the performance appraisal process, ensuring alignment with organizational goals and consistency in performance standards.
• Work with managers to set clear performance expectations and provide ongoing feedback and coaching.
• Facilitate performance improvement plans (PIPs) for underperforming employees and support their development.
• Salary Reviews & Compensation Management:
• Lead the annual salary review process, ensuring fairness and competitiveness in compensation practices.
• Together with Compensation & Benefits, interpret benchmarking to keep salary structures aligned with industry standards.
• Advise managers on salary adjustments, promotions, and other compensation-related decisions.
• Cultural Integration & Change Management:
• Drive initiatives to integrate Belgian and Romanian cultures within the teams, fostering mutual respect and understanding.
• Implement change management strategies to help employees adapt to organizational changes and scale-up challenges.
• Promote a diverse and inclusive work environment, encouraging collaboration across cultural boundaries.
• HR Policy Implementation:
• Ensure that HR policies and procedures are understood and implemented consistently across the teams.
• Stay up-to-date with local labor laws and regulations, ensuring compliance.
• Together with other HR colleagues, develop and update HR policies as necessary to reflect the changing needs of the business.
• HR Metrics & Reporting:
• Monitor HR metrics (e.g., turnover rates, employee engagement scores, recruitment pipeline) to identify trends and areas for improvement.
• Provide regular reports and insights to the HR Director and Senior Management teams on key HR metrics, initiatives and outcomes.
• Use data-driven approaches to make informed HR decisions and recommendations.