Job Description

Essential Job Functions

HR Operations & Administration

• Provide day-to-day HR support throughout the full employee lifecycle, from recruitment and onboarding through to changes in employment and offboarding.
• Prepare and maintain employment contracts, amendments, employee correspondence, HR documentation, and personnel records.
• Ensure employee information, documentation, and employment changes are accurately and promptly recorded within the relevant HR systems.
• Maintain complete and accurate employee files and ensure required documentation is obtained and retained.
• Manage new-hire administration and onboarding, ensuring employees and managers receive all required documentation, system access and information within agreed timescales.
• Process employee changes including salary adjustments, promotions, working hours changes, transfers and terminations.
• Respond to employee and manager for HR queries promptly and professionally.
• Maintain HR trackers, records, and reporting and follow outstanding actions through completion.
• Ensure that HR tickets, workflows, and other designated HR processes are used consistently.
• Support time and attendance administration and associated employee and management queries.
• Take ownership of assigned HR activities and proactively escalate risks, delays, or issues where required.

Employee Relations, Absence & Reintegration

• Provide practical HR advice to managers on employee relations matters in accordance with Dutch employment law and company policies.
• Support and coordinate disciplinary, grievance, performance, attendance, and other employee relations processes.
• Manage sickness of absence of administration and support managers and employees throughout absence and reintegration processes.
• Coordinate required actions involving the occupational health provider/Arbodienst, company doctor and UWV, ensuring required actions and documentation are completed within applicable timelines.
• Support the preparation and maintenance of reintegration documentation and action plans.
• Maintain appropriate contact with employees during periods of absence in accordance with company procedures and professional advice.
• Escalate complex or higher-risk employee relations matters to Regional HR and/or Legal as appropriate.
• Maintain accurate and confidential records of employee relations and absence-management activities.

Payroll, Time & Attendance and Benefits

• Coordinate the monthly Netherlands payroll process in collaboration with Regional Payroll, Finance, and external payroll providers.
• Ensure payroll inputs; employee changes and supporting information are complete, accurate and submitted within established deadlines.
• Review payroll information and assist with the identification and resolution of discrepancies.
• Respond to employee and manager for queries relating to payroll, deductions, allowances and benefits.
• Support administration of Dutch pension, social security and employee benefit arrangements.
• Support effective operation of time and attendance systems and ensure relevant information is accurately reflected for payroll purposes.
• Escalate payroll risks or errors promptly and follow issues through to resolution.

Works Council & Employee Consultation

• Support the effective operation of the Netherlands Works Council and act as a key HR contact for Works Council matters.
• Coordinate meetings, documentation, information requests, and HR input required for consultation and consent processes.
• Support management and Regional HR in determining when Works Council consultation or consent may be required.
• Maintain appropriate Works Council records and support implementation of agreed actions.
• Support employee communication and change-management activities associated with Works Council matters.

Recruitment, Onboarding & Talent

• Support recruitment activities in partnership with Regional Talent Acquisition and hiring managers.
• Coordinate local recruitment administration, interviews, offers, pre-employment requirements and onboarding.
• Ensure recruitment and onboarding activities comply with company processes and approval requirements.
• Support managers with probationary periods, performance management, and employee development.
• Support talent reviews, succession planning and employee-retention initiatives as required.
• Participate in employee engagement activities and local people initiatives.

HR Systems, Data & Reporting

• Maintain accurate employee data within UKG and other designated HR systems.
• Take ownership of data quality and routinely identify and correct missing, inaccurate or outdated employee information.
• Produce regular and ad-hoc HR reports covering areas such as headcount, absence, turnover, recruitment and other people's metrics.
• Support implementation, testing and improvement of HR, payroll, and time-and-attendance systems.
• Ensure HR information is processed and maintained in accordance with applicable data-protection requirements and company policies.

HR Projects & Continuous Improvement

• Participate in local, regional, and global HR projects as required.
• Support implementation of regional and global HR policies and programmes within the Netherlands.
• Identify opportunities to improve HR processes, employee experience, and administrative efficiency.
• Take ownership of assigned HR projects and provide regular progress updates through completion.
• Support change-management activities and organizational initiatives.
• Undertake training and development appropriate to the role and evolving business requirements.

Business Partnership

• Develop effective working relationships with the Netherlands Managing Director, management team and employees.
• Provide managers with practical HR guidance while operating within Crane's regional HR governance framework.
• Understand local operational requirements and identify people-related risks, trends, and opportunities.
• Support workforce planning, employee engagement, retention, and organisational-development activities.
• Provide appropriate HR input into local management discussions while escalating matters requiring regional or legal review.
• Balance the needs of the local business with company policy, legal requirements, and regional HR standards.

Working Relationships & Accountability

The HR Generalist is expected to work collaboratively with local management, Regional HR, Payroll, Talent Acquisition, Finance, Legal and other functions.

The role requires a high degree of personal ownership and follow-through. The successful candidate must be comfortable managing both routine HR administration and more complex HR matters and recognize that accurate and timely operational HR delivery is a core requirement of the position.

The role requires regular interaction with employees and managers and appropriate visibility within the Netherlands business. Working arrangements will be determined in accordance with business requirements and applicable company policies.

The HR Generalist must follow established approval and escalation processes and must not make commitments or implement material changes to employment terms, policies, organisational structures or other matters requiring Regional HR, Legal or management approval without the appropriate authorisation.

Skills & Experience

• Fluent written and spoken Dutch and English – essential.
• Demonstrable HR generalist experience within the Netherlands.
• Strong practical knowledge of Dutch employment law and HR practices.
• Experience managing or supporting employee relations matters.
• Practical experience of Dutch sickness absence and reintegration processes, including working with Arbodienst/company doctors and UWV.
• Experience supporting a Dutch Works Council and associated consultation/consent processes.
• Working knowledge of Netherlands payroll processes.
• Knowledge of Dutch social security, pension and employee benefits.
• Strong HR administration and employee data management capability.
• Experience using HRIS and time-and-attendance systems.
• UKG experience is desirable.
• Strong Microsoft Office skills.
• Excellent written and verbal communication skills.
• Strong organisational skills with the ability to manage multiple priorities and deadlines.
• High level of accuracy and attention to detail.
• Ability to work independently while recognising when matters require escalation.
• Strong interpersonal skills and ability to build effective working relationships at all levels.
• Comfortable working in a hands-on HR environment and moving between administrative, advisory and project-based activities.
• Demonstrated discretion when handling confidential and sensitive employee information.

Core Competencies

Business Acumen; Communication; Consultation; Critical Evaluation; Ethical Practice; Cultural Awareness; HR Expertise; Relationship Management; Accountability; Planning and Organisation; Attention to Detail; Follow-Through; Continuous Improvement.

Certifications & Qualifications

• A relevant HR qualification or equivalent professional experience is preferred. HRCI, SHRM or equivalent professional certification is desirable but not essential.

Physical Requirements

The physical demands described are representative of those required to perform the essential functions of the role. Reasonable accommodations may be made where appropriate.

The role is primarily office-based and involves regular use of computers and standard office equipment. It may require periods of sitting, standing and walking and occasional lifting or carrying light office materials.