The Payroll &OperationsManager Benelux& Nordicshas twomain areasof responsibilities;
1. Accountable for running effective and efficient HR administration & payroll processes to ensure qualitative payroll and governance in the Benelux & Nordics.
2. Responsible for supporting the implementation and execution of HR initiatives in the Benelux & Nordics, providing support on keypeopleprocesses and enabling managers to make better people decisions.

RESPONSIBILITIES

Payroll Activities
• Manage the Payroll and Compensation & Benefit function for Benelux & Nordics countries ensuring compliance with local tax legislations and payroll legal compliance.
• Responsible for all payroll activities, such as process payroll data,validateand control the pay according to the processes defined, ensurepayslipandpaymentsaccuracy, and obtain relevant approvals.
• Pro-actively drive all updates and amendments to ensure compliance in line with the different legislations of the countries in scope.
• Ensures that the payroll administration iscustomer focusedand efficient with quick turnaround through effective use of technology and optimized processes.

• Provides clear and professional communication to all employeesregardingpayroll queries.

• Creating trust and a positive employeeperceptionof the payroll services by ensuring high quality of payroll and data accuracy.
• Manages the payroll supplier relationships with the different local providers.
• Managing the interface between Richemont and different local payroll providers.
• Ensuresaccurateand efficient management of data on all HR systems.
• Manages preparation for local countryand internalaudits, owns andfacilitatesanysubsequentaction plans and responses.
•Maintainseffective e-filing ensuring ease of use, version controlin accordance withbest practice of all payroll and compensation data.
• Manages all relationships with benefit providers (e.gmedical, pension) in the countries of scope and the relationship with local Tax Offices.
• Responsible for the local compensation and benefits programs; reviewing andmodifyingexisting programs, ensuring thesecomply withcurrent legislation, and managing day-to-day compensation and benefits-related
activities.
• Key contributor to processes related to Long Term Incentive Plan (LTI), incentive programs, employee wellness, and performance management programs.
• Key contributor to all HR Information Systems (HRIS) implementations, systemupgradesand testing.
• Line management of Payroll and Administrative team members, HR Officer(s) in their role of day-to-day operation i.e., by supporting complexemployee’spayroll inquiries and HR Administration.
• Participation and/or lead projects designed to improve business or payroll performance.

Employee Relations
•Providesemployer ER / HR policy advice to all line managers and appointed population.
• Drives updates and amendments in (best) practices,policiesand procedures in line withlegislation changes and business requirements to ensure legal compliance and safeguarding of the business.
• Is key escalation point for high-risk employee relations matters to ensure credible and commercial solutions are actioned inappropriatemanner and protect the business as
appropriate.

HR Operational efficiency
•Oversee local Compensation and Benefits programs, ensuring compliance with company policies for pensions, insurance, WKR, and mobility.

• Ensures all HR activities of the Employee Life Cycle are aligned with businessobjectives,legal framework and in line with the global HR strategy.
• Secures the integration of new processes, programs,toolsservices and guarantees
compliance with local legislation and labor law.
• Ensure successful implementationand reportingof the annual HR processes such as My Performance journey, Annual Merit Review, Talent & Succession planning etc.
• Ensures the delivery of HR/People processes in theorganisationare constantly improved andconsolidated
• Secures availability and top-notchquality ofdata and HR metrics.

• Provides statistics and data material related tosalariesstudies, sickness rates, absences, personal productivity, and profitability, etc.

DIMENSIONS
• Approximately 500 employees, in 5-7 countries
• Direct line management of 3 team members.
• Provides administrative, payroll and HR support to international matrixorganizationwith multiple legal entities.

JOBHOLDER REQUIREMENTS

Educational requirements: Bachelor’s degree in relevant field of study.

Years of experience: 10years’ experiencein HR, with progressive increase in responsibility. Has 4-5 years of experience in a similar role within a progressive HR Department

Language skills: Fluency in Dutch and English

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