Overview ENERPAC – Who we are? Enerpac Tool Group Corp. is a premier industrial tools, services, technology and solutions provider serving a broad and diverse set of customers in more than 100 countries. The Company makes complex, often hazardous jobs possible safely and efficiently. Enerpac Tool Group’s businesses are global leaders in high pressure hydraulic tools, controlled force products, and solutions for precise positioning of heavy loads that help customers safely and reliably tackle some of the most challenging jobs around the world. The Company was founded in 1910 and is headquartered in Milwaukee, Wisconsin. Enerpac Tool Group common stock trades on the NYSE under the symbol EPAC. For further information on Enerpac Tool Group and its businesses, visit the Company's website at https://www.enerpactoolgroup.com/. Summary – basic function of the role This is a unique opportunity for an experienced HR leader to play a strategic role across the full spectrum of HR functions—including Employee & Labor Relations, HRIS, Talent Acquisition, Learning & Development, Compensation & Benefits, Analytics, and Talent Management—in a dynamic, fast-paced environment. The Senior HR Manager will lead the HR agenda across all Netherlands ensuring alignment with business goals and acting as a trusted advisor to senior leadership. This role is ideal for someone ready to drive impactful HR strategies, influence organizational change, and elevate both the employee experience and business performance. In the Sr. HR Manager role, you will have responsibilities for all of the areas above with specific focus to talent management, talent development and creating a strong team environment, to include cross functional and global teamwork development. Our culture is evolving, and we need a dynamic Sr. HR Manager who can help us continue to define and drive the culture for our future. Flexibility and adaptability are key for this role. Job Duties and Responsibilities Talent Management & Development Partner with client managers to define what resourcing is needed now and in the future, to develop effective teams through workforce planning. Partner with our Talent Acquisition team when necessary to fill open positions with strong talent and be part of the interview and selection process. Assess internal talent for possible promotion opportunities and collaborate with TA to ensure that all Internal candidates are treated appropriately per our internal posting guidelines. Champion the performance management process by guiding client groups through goal alignment, continuous feedback, and development planning. Collaborate closely with the global Talent Management Team to deliver initiatives such as succession planning, organizational development, and strategic capability building. Provide leadership coaching and partner on targeted development interventions that drive business performance. Employee Experience and Engagement Own the onboarding and offboarding stages of the employee lifecycle and work with the HR Shared Services Center ensure timeliness in data management. Address employee relations concerns, provide guidance on HR policies and processes Investigate and resolve employee complaints and conflicts and maintain a fair and positive workplace Participate in and support global and local employee engagement initiatives and Employee Resource Groups to help guide a strong, positive culture Work with client managers to support action items coming from Our Voice, Annual Employee Engagement Survey Total Rewards and Metrics Understanding of compensation philosophy and other reward and recognition programs with ability to recommend to managers specific compensation structures, with guidance from the Global Total Rewards Team. For those who support commercial organizations, understanding of sales incentive compensation plans is necessary, in partnership with the Global Total Rewards Team. Use HR analytics and KPIs to deliver actionable insights, influence decision-making, and measure the impact of HR initiatives. Maintain high standards of data integrity and ensure compliance with data privacy and security regulations across all HR processes. The person we are looking for will have strong project management skills and have the ability to work cross functionally, globally when necessary to engage with stakeholders around the world. Strong communication and coaching skills are a must. We encourage an open-door policy and want to ensure that employees and managers feel they can approach HR Managers for advice, counsel and coaching. Presentation and facilitation skills are also required in order to help facilitate broad team building discussions, manager assimilations and cross functional team meetings. We are a culture of change, so change management experience and being a positive change champion is key. This is an excellent opportunity for someone who is a dynamic leader who can be a strong partner to managers and employees in the business. This is a thought leader as well as a “do’er” to get things done. Our goal in HR is to help the business achieve success through our talent while growing strong, robust careers for our employees. Must be able to travel about 20% of the time and there will be other duties as assigned as we continue to evolve our business. Skills and Competencies Experience in a global multinational company and a multi-cultural environment is essential. Able to lead without authority and thrive in a fast-paced, high-pressure, matrixed environment Able to demonstrate in-depth knowledge of strategic workforce planning, industrial relations, talent management/development and change management Ability to challenge constructively, make tough decisions, and provide candid feedback when needed. Well-developed analytical, problem solving and decision-making skills combined with influencing and negotiation skills Ability to communicate effectively in Dutch and English, any other languages are a plus Education and Experience Bachelor's degree in Human Resources, Business Administration or related degree and 8+ years of demonstrated Human Resources and Employee Relations experience, preferably in manufacturing and engineering environments At least 3 years experience with acting as a primary HR liaison to works councils, addressing employee concerns, discussing proposed changes, and seeking necessary approvals