Senior Manager, HR Business Partner

For a global client in the fashion industry based in Amsterdam, we are looking for a Senior Manager,HR Business Partner to join the Hub HR Business Partnering team. This strategic role will support senior leadership in driving transformation, talent development, and organizational effectiveness across retail, wholesale, and office functions. Please note, the deadline to apply is Friday, August 8th at 12 noon.

The Team

The Hub, HR Business Partnering team, is responsible to execute the overarching global/regional/hub people strategy, delivering core HR activities on time and in full, in addition to co-creating the local hub people plan to ensure strategic business priorities and net sales targets across retail, wholesale and office channels are being met.

The HR Business Partners are the critical connectors between the business and HR professionals within People, Experience & Services and Community of Experts (Talent Acquisition, Talent Development, Total Rewards, People Operations, Payroll and DE&I) to enable business success. 

The Position

The Senior Manager, HR Business Partner works as a strategic professional and coaches business leaders to enhance organizational capabilities and supports their strategic people and business agenda in areas of change and transformation, talent management, culture evolution and organizational design and effectiveness. The Senior Manager, HR Business Partner guides the leaders to optimize their organization, increase individual and team performance and develop talent by utilizing People Experience & Services (PE&S) and Community of Experts (COE) products and frameworks, business insights and feedback.

Key Responsibilities:

• Co-create the people agenda towards the business, develop and implement people plans for the organization based on business and people strategy whilst leveraging people analytics and key performance indicators..
• Own annual workforce planning and ongoing controlling by translating business and people strategy into concrete workforce plans displaying the future workforce and concrete measures to evolve towards it.
• Coach leadership team as well as other senior leaders in managing and developing teams, high potential talents, leadership and functional capabilities in the organization as well as managing performance.
• Enable business transformation and be a change agent: lead organizational structure change initiatives based on provided tools and approaches and support leaders during the change process.
• Liaise with all PE&S and COE verticals to constantly evolve and improve HR processes, approaches, policies, and tools by providing insights and feedback from the business, contributing to the design with a holistic view and business acumen.
• Support leadership team in rolling out HR Core processes providing guidance around (annual salary revision, Performance Management & Development, Talent Planning) as well as EMEA/Global wide initiatives related to leadership behaviours/culture and D&I.
• Provide guidance on complex challenges along the associate-life-cycle applying a deep understanding of individual and collective employment law.
• Manage ER cases to conclusion, ensuring adherence to local statutory legislation.

What do you Bring to the Table

• Minimum of 8–10 years of progressive HR experience, including significant time spent in HR Business Partnering roles, ideally within a matrixed, international environment.
• Proven track record in supporting senior leaders through organizational change, transformation initiatives, and leadership development.
• Strong experience in workforce planning, talent management, organizational design, and performance management.
• Solid background in working across retail, wholesale, and office functions is a plus.
• Comfortable collaborating with global Centers of Expertise (e.g. Talent Acquisition, Talent Development, Total Rewards, etc.) and driving local implementation.
• Deep understanding of HR core processes (e.g. performance cycles, compensation reviews, talent reviews) and how to effectively implement them within the business context.
• Excellent communication and stakeholder management skills across all levels of the organization.