DeRegt Cables is -and has been- a prominent name in the design and manufacture of Custom-engineered, specialty, dynamic or static cable solutions used in subsea applications. The company boasts over 90 years of technological innovation and strength around cable design. These have been applied in many areas, including the Oil & Energy sector, Defence, Seismic Exploration, Remotely Operated Vehicles (ROV’s) and Renewable Energy projects. DeRegt Cables is part of the French Sercel Group.

JOB SUMMARY

We’re looking for a strategic and hands-on HR Business Partner to drive our people strategy and support the success of our teams. As part of the Management Team, you’ll align HR initiatives with business goals, ensure compliance, and help shape a high-performance, inclusive culture.
You’ll serve as a key advisor to leadership, supporting everything from workforce planning and employee development to performance and organizational effectiveness. You’ll collaborate closely with Talent Acquisition for recruitment initiatives, ensuring alignment with DeRegt’s long-term talent needs.

QUALIFICATIONS

Required:

• Several years in a strategic HR role within an industrial or manufacturing environment
• Strong knowledge of Dutch labor law and HR compliance practices
• Fluent in both Dutch and English (spoken and written)
• Strong interpersonal and communication skills
• Proficient with MS Office and HR systems

Preferred:

• Experience in a matrix or international organization
• Exposure to organizational change or transformation projects
• Familiarity with Workday or similar global HR systems

• Shape and lead the HR strategy in alignment with DeRegt’s and Sercel’s global objectives
• Advise on organizational design, performance management, compensation, and employee relations
• Collaborate with Talent Acquisition on workforce planning and recruitment strategies
• Ensure compliance with labor law, social regulations, and internal policies, while optimizing HR operations
• Develop and manage HR budgets related to training, recruitment, and personnel provisions, while monitoring key HR metrics such as absenteeism and turnover
• Drive employee engagement, learning, and development initiatives
• Oversee payroll, job classification, and the consistent application of employment terms
• Foster effective communication with employees, works council, and external stakeholders (e.g., unions, employment agencies, occupational health services)
• Support change management and HR transformation initiatives