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International Compensation & Benefits

International Compensation & Benefits

Work Experience

TNT Express
01/2011- 04/2014 Director HR Projects TNT Express, Region Northern Europe & North-America (NE&NA), Brussels (B); Reporting to Regional HR Director NE&NA, with 22 300 employees in 26 countries in the scope.
@ Main responsibilities: The region wide implementation of TNTs compensation and benefit, succession and talent policies.
@Achievements:
Compensation & Benefits
- Bonus, salary review and target setting process for the top 160 senior managers in the region;
- Benchmarking and region wide harmonization of the bonus eligibility for senior managers.
Succession & Talent (S&T)
- Designed and managed the region wide talent identification and development process (bottom-up from the country to the regional level)
- Designed and facilitated the first ever region wide S&T review meeting for the regional management team.
09/2008- 12/2010 Head of Compensation & Benefits, Express Division, Amsterdam (NL)
Reporting to the Human Resources Director of the Express Division, 3 direct reports, with 75.000 employees in 62 countries in the scope.
@ Main responsibilities: Worldwide compensation & benefits and target setting policy and process management for TNT’s Express Division.
@ Achievements:
- Translated the Express HR Strategy into global C&B Strategy.
- Designed and lead the implementation of
- TNT’s global benchmarking practice integrating the regional / local needs into one consistent global approach;
- TNT Express’ global salary review policy and the annual review process;
- Job grading of senior management (Global Top-500) roles, resulting globally aligned job grades, supported by a transparent, TNT Express specific business rational;
- TNT Express’ global target setting process, integrating the global alignment needs of the network nature of the Express business;
- TNT Express’ annual bonus process for the Global Top-500 employees;
- C&B Audit methodology.

INBEV SA
02/2006 – 01/2008 Director Rewards & Target Setting – Central & Eastern Europe
Leuven (B)
Reporting to the VP HR Central & Eastern Europe (CEE), 10 direct reports spread in 8 countries, budget responsibility 275 million EUR.
@ Main responsibilities: Performance and compensation & benefits management of the production, sales and shared service units, operating in CEE.
@ Achievements:
Designed and lead the implementation of
- a unified bonus program for managers;
- re-grading all executive and manager positions in the zone;
- salary review for managers.
Lead the implementation of
- Zero Based Budgeting of all employment related costs;
- Target Setting for each executive and manager in the zone;
- Global Executive Bonus Program in CEE.

07/1999 – 01/2006 Director International Mobility – Global HQ
Breda (NL) and as from 03/2003 Leuven (B)
Reporting to the VP Global Reward, 3 direct reports, 400+ assignee in scope, incl. the members of the Executive Board of Management of InBev.
@ Main responsibilities: Global International Mobility Policy and Global Service Centre for International Assignment Management.
@ Achievements:
- Design and implementation of new policies on Long Term, Short Term, Commuter and Frequent Traveller Assignments;
- Global Outsourcing Tax Compliance Services;
- Designed and organized a tide compliance process for the worldwide assignee population of InBev;
- Created and maintained the capability of InBev to move employees from any home location to any host destination;

09/1995 – 06/1999 Director Human Resources and Legal Affairs Borsodi Brewery
Bõcs & Budapest (H)
Reporting to and deputy of the General Manager, member of the Management Team, 14 direct and in total 140 reports.
@ Main responsibilities: Human resources, Legal, Trademarks & Intellectual Property Rights, Internal & External Communications, Facility Management, Security, Health & Safety, Risk & Insurances, Environment.
@ Achievements:
- Downsizing from FTE 1.400 to 800, while doubling the sales organization from FTE 200 to 400, maintaining the peace on the work floor.
- Incentive programs for mid-managers and for the sales organization, driving to industry leading performance.
- Successful HR management of the change in the sales organization – communication, grading, compensation structures, employee assessment, selection, training, supporting the change process.
- Major tax saving resulted by re-drawing the corporate structure & the internal business processes confirmed by the annual tax audits.
- Changing the process of “bad debtor” management lead to a drastic drop of late payments.
- In general, the HR and legal functions have gained the image of “enabler business partner” at Borsodi.

Partners Lp
09/1991 – 08/1995 Managing Partner – & Partners Lp. – Komló (H)
Distribution of industrial chemicals and related equipment in Hungary, mainly for the food industry;
Consulting and administrative services for Belgian companies with Hungarian business affairs.

Ernst & Young
10/1990 – 08/1991 Senior Consultant – Tax & Legal – Ernst & Young – Budapest (H)

Pannonform Plastics
07/1989 – 09/1990 Manager F&A – Pannonform Plastics LTd. Pécs (H)

Municipality Mindszentgodisa
03/1987 – 06/1989 Secretary (Head of Administration) – Municipality Mindszentgodisa (H)

Education

Master in Laws

Skills

@ Proven leadership with significant experiences & demonstrated competencies in:

• Global C&B Strategy Definition
• Benchmarking
• Performance Management
• C&B Policy & Process Design
• Expatriate Management
• Budgeting & Monitoring
• Program & Project Management
• People Management
• Job Grading
• Integrating Global and Local Needs
• Tax & Business Laws
• Supplier Management

@ Main professional attributes:
* Hands–on management style
* First in class negotiator
* Strong analytical skills
* Coaching style in people management
* Creativity coupled with discipline
* Trusted Business Partner / Enabler


Languages

English
Dutch
Hungarian

Other

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