HR Director Manufacturing, Quality, Labour Relations

HR Director Manufacturing, Quality, Labour Relations


Zaventem, Belgium

Job purpose

As the Human Resources Director for EMEA Manufacturing, Quality, & Labour Relations, your role encompasses a wide range of responsibilities focusing on aligning the human resources policies and processes to the strategy of the operations in EMEA with the aim to i) improve overall operational and business performance, ii) (help) create a company culture where people thrive so that they are a competitive advantage for the organization, and, iii) assist line leaders in managing change.

The Business Partnership is manifested in the various roles of HR as a Strategic Partner, Process Expert, Change-Agent and as an employee advocate. To achieve our organization objectives, it is necessary to establish and develop a competent, efficient, and results oriented HR Organization in EMEA which understands local requirements while maintaining alignment with Group policies and processes on Talent, Performance, Reward & Recognition, Development and Culture.


Strategy formulation & implementation

  • You are involved in and support the process of strategy formulation and execution. You add value by participating in and contributing to decisions involving the current and future direction of the business, mainly – but not exclusively – linked to human capital.

Organizational EffectivenessCulture and EngagementDE&IChange Management

  • Assist leaders in the organization design, implementation and communication. Partner with line management to understand the future needs of the organization in order to build a fit for purpose structure. Work closely with the Talent CoE and work to identify external candidates to staff the organization while leveraging best practices in talent management;
  • Play an active role in developing and implementing change management processes and innovation initiatives. In reference to change management, HR provides tools and processes that encourage and support the ability of organizations to anticipate and respond to new trends, opportunities, and challenges;
  • As part of the company’s transformation, support the organization in building a culture that achieves its vision while embracing DE&I, the Bridgestone Essence and Behaviors.


  • Partner with leaders in aligning team goals to the company’s strategy and objectives. Coach and counsel leaders in i) differentiating performance, ii) addressing performance gaps and iii) identifying and growing talent;
  • You ensure that adoption and implementation of training, development and career planning activities are in line with the programs developed and deployed by the Talent COE organizational requirements and you actively support the organization in identifying and managing talent. Support the expansion of the capabilities of employees by partnering with line management to identify local and global opportunities for development.

Total Rewards & Recognition

  • Partner with the Total Rewards & Analytics CoE and ensure that market competitive rewards, in line with Group Total Rewards philosophy, are in place;
  • Coach and counsel leaders on Bridgestone’s total rewards approach and tools to differentiate performance, recognize and reward accomplishment, and retain high potential/high performing talent.

Labor Relations

Coordinate labor relations activities at the site(s) in order to maintain a positive industrial relations climate through:

  • Where applicable, prepare for Collective Labor Agreement-negotiations by engaging with business leaders on the strategy, prepare required information (in cooperation with e.g. Finance/Legal) and ensure proper governance in line with the company’s Authority Schedule and broader strategic direction. Follow up and ensure proper implementation of CLA;
  • Provide on-going coaching and support to leaders on labor regulations;
  • Coach and support HRBPs and Labour Relations HR Managers to oversee the management of local works councils plus related employee committees and prevent or solve labor conflicts.

HR TechnologyAdministrationBudget

  • Champion HRIS technology ensuring compliance and data accuracy. Leverage HR data to make informed people decisions;
  • Meet and/or improve HR budget commitments;
  • Contribute to the Budget process for the Function you are parterning with, via locations HRBPs.

Compliance and Risk Management

  • Ensure compliance with all applicable labor laws, regulations, and company policies across the EMEA region. Mitigate HR-related risks by identifying potential issues and implementing proactive measures to address them.

HR Metrics and Reporting

  • Oversee reporting on key performance indicators (KPIs) on the most meaningful people metrics for the operations. Provide regular reports for senior management in EMEA on HR metrics, trends, and insights.

Collaboration and Stakeholder Management

  • Collaborate with other functional areas within the organization, such as operations, finance, and marketing, to ensure alignment and integration of HR strategies with overall business objectives. Build strong relationships with key stakeholders, including senior management, union representatives (if applicable), and external partners.

Team Leadership

  • Lead the team of HRBPs and Labor Relations in Manufacturing, ensuring strategy alignment, goal setting, continuous feedback, talent development, continuous coaching


  • Bachelor/Master Degree in Human Resources, Business Administration or related field (ideally within Human Resources, Psychology, Law and/or organizational development field);
  • Technical: proficiency in Office 365 & SAP HR (EC/SuccessFactors) preferred;
  • Able to prioritize and manage multiple tasks concurrently;
  • Excellent knowledge of English;
  • Min of 7-10 years experience in different areas of HR;
  • Experience of working in a global and matrix business & HR organization;
  • People management experience;
  • International Travel for Plant Management Reviews, ad-hoc meetings.

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