Bart Gerrits

• Start-Up / Expansion to create new HR team, new HR service delivery model and strategy to support the business growth of 40% of 5 colleges in Al Khobar, Al Quwaiiyah, Jazan, ITQAN, Al Hasaa in Saudi Arabia. HR Team had 9 months no leadership.
• Responsible for HR strategy & Compensation & Benefits strategy to attract talent and improve employee engagement.
• Manage the multi-disciplined HR Team; support Saudization.
• Manage and monitor the strategic HR planning and HR life cycle with COO; monitor the output and efficiency with KPI’s.
• Responsible for the recruitment strategy and onboarding process (70% are expats from 25 nationalities), including monitoring the services of international recruitment agents
• Develop and create from scratch a new HR Service Business model, including reshaping guidelines, HR forms, checklists processes, redesign HR system, JD’s, new salary structure, improve onboarding (HR Team had 9 months no clear leadership)
• Manage the effectiveness of Performance Management, Reward & Recognition; Training plan & HR Operations.

• Establish a new professional Employee Relations division with structure, budget, key processes. Coach SR ER-advisor and (junior) HR specialists.

• Provide broad HR-consultancy to prepare and close complex Separation & Grievance & Disciplinary Action files aligned with the Labor Law. Manage and coordinate the process of dealing with workplace misconduct issues. Scope: 4200 fte

• Implement a very challenging HR strategy to realize a 20 billion dollar Start-UP Joint Venture and create from scratch a complete running HR department.

• Functional Design of an integrated state-of-the-art SAP-HR information system (blue print, test and implementation) with Accenture covering all HR functions.

• Coordinate best strategy and eliminate costs of legal action, formulate scenario’s and recommendations to VP-HR in multiple HR areas ensuring that no disparate impact arise: Employee Relations, Conflict and Dispute; Grievance; Disciplinary procedure; Separation/ Termination; handling violation of Work Ethics.

• Manage, organize and document complex hearing sessions and process the whole file from A-Z. aligned with the Labor Law and organizational code of conduct.

• Develop 30 administrative guidelines and new HR Intranet.

• Increase staff awareness by conducting presentations, workshops. Implement various attrition reports/KPI’s and evaluate the effectiveness of HR (exit interviews, surveys and turnover rates)

• Execute Saudization; coach and support my Arab colleagues and team managers on senior and junior level.

After winning a National HR Award in Holland I started my own HR Consultancy company.
Supporting the Top 10 Industries in the Netherlands and Australia;
Broad HR experience with Startup, Growth, Restructure or Merge; HR strategy and Organization Development
Scope: 750-1100-1900-3300 -4200 employees

Industries: Retail with 600 shops and 4 million customers daily, Public Transport with 800.000 passengers daily, Finance European biggest Financial Shared Service, Hospitality, Medical Services, Water Company, Telecom (AT&T), Internet Provider (UPC), Healthcare in Melbourne, and Banking-Insurance.

HR BUSINESS CONSULTANCY
- Support CEO’s, VP’s, directors, managers to meet the business needs, synchronize HR services with the (new) business strategy, strength HR, and monitor/analyze the progress with tailor-made HR dashboards and KPI’s.
- Contribute to organization development, change management; improve work cultures, reduce sick leave, implement succession planning and transition plans
- Design compensation & benefits strategy; integrate training-, performance-, talent management, and reward & recognitions programs.
- Solve complex Employee Relations files regarding disciplinary actions and/or company violations.
- Improve recruitment strategy, onboarding, forecast and business growth in line with budgets.
- Introduce new salary scales and job descriptions matrix

HR PROJECT MANAGEMENT
More than 9 years experience in multi-dynamic, matrix-organizations in The Netherlands, Australia and Saudi Arabia.
- Implementation SAP HR: gap analysis; test, key HR processes redesign, HR data

HR LEADERSHIP
Manage multi-disciplined HR teams (6-15-26 fte) related to all HR functions (HR, Payroll, Training, Health, Employee Relations, HR Services, Personnel administration, Training, Recruiting professionals, SAP-HR team); create operational excellence with clear HR services and customer focus.

Responsible for an effective replacement on senior level :Manager HR, HR Director, Manager Shared Services, Senior HR Business Partner, Project manager SAP HR, Manager Payroll and Administration

Aim: Start-up / new commercial biggest European Financial Shared Services Company for Retail Industry.

• Manage, implement and monitor the outsourcing of 18 Financial and Accounting Departments from 4 BU’s into a brand new, commercial company for the retail industry. Create a new manpower plan and Organization structure.
• Responsible for a new integrated HR strategy, programs and HR guidelines and manage/monitor third party contracts.
• Responsible for the forecasting / transition plan / recruitment strategy and business requirements for new/old transfers.
• Manager of a multi-discipline HR-team and Winner of a National Dutch HR Award 2001.
• Design a C&B-strategy incl. salary surveys based on the new business values; individual performance & reward planning
• Design new training profiles and strategic training plan with several HR-themes: leadership style, reward & recognition, customer-satisfaction, personal development, teamwork, health & safety, customer focus for financials.

Transition and expansion of a public cable company into a new commercial company with integrated services (telecom/tv/ internet) and +30% sales target by France Telecom.

• Realize a challenging commercial HR Strategy: sales +50% expansion (320 to 600 employees in 1 yr).
• Support the merge of acquired new business. Negotiate transition plan with Labour Council.
• Prepare new competitive C&B strategy with new bonus system and salary plan with Labour council.
• Advice VP-HR and Management Teams for best HR practices, coordinate HR-programs, execute HR strategy: competence plan, training policy; sick leave policy, bonus system; new job evaluation matrix. Realize a challenging recruitment strategy.
• Supervises the application of HR policies in employee relations, wage and salary administration, training, employee benefits, workers compensation, and all further related HR administrative matters. Coach HR assistant.

Transform a public hospital into a highly respected, commercial hospital with a new HR strategy.

• Transition - merge 3 divisions into a new Facility Management Service Centre (new organization design, job matrix; new business values & competence matrix to change the culture and improve customer focus, quality, performance, output, teamwork.
• Improve the services of the Facility Management Organization with an overall HR strategy and smart HR advice covering all issues from Organ. Development, change management, succession planning, recruiting and performance management.
• Rebuild HR-image with director HR; coach supervisors & managers to become ‘people-managers.
• Provide HR advise and coach managers and 4 Management Teams; 3 Medical BU’s and 1 big Facility Management Department. Manage and coach 2 HR-assistants.