Senior HR Executive

About the Role

You will lead site employee engagement initiatives and drive continuous improvement through data-driven analysis and informed decision-making. You will develop and manage retention programs for the direct labor (DL) population, helping to enhance workforce stability, employee satisfaction, and overall organizational effectiveness.

You will be responsible for the end-to-end recruitment process for direct labor positions, including operators and technicians, while continuously identifying opportunities to improve recruitment processes and hiring efficiency. You will ensure timely fulfillment of workforce requirements, build and maintain strong talent pipelines, and work closely with internal stakeholders and external partners to support current and future staffing needs.

You will also play an active role in broader HR initiatives, demonstrating leadership potential, proactive ownership, and a strong commitment to achieving business objectives. You will leverage sound problem-solving and decision-making skills to address workforce challenges, influence stakeholders, and support the implementation of change initiatives. Success in this role requires a collaborative approach, strong communication and interpersonal skills, adaptability in a dynamic environment, and a continuous improvement mindset focused on delivering positive business and people outcomes.

What you will do

1. Employee Engagement & Retention & CSR Program

• Develop and implement site employee engagement initiatives to improve employee experience and retention
• Execute Site Engagement Survey Improvement Program
• Conduct new hire follow-ups and employee feedback sessions to identify concerns and improvement opportunities
• Partner with department leaders to address workforce challenges and improve employee morale and engagement
• Support on new hires retention and DL Hiring process simplification & automation

2.Recruitment & Talent Acquisition (DL)

• Manage the full recruitment cycle for operator and technician positions, from manpower requisition to onboarding
• Plan and execute recruitment strategies to meet hiring targets and support production ramp-up requirements
• Conduct resume screening, interviews, and candidate assessments
• Coordinate walk-in interviews, hiring events, and recruitment campaigns to attract suitable candidates
• Ensure proper documentation and compliance with company policies and regulatory requirements

3. Workforce Planning & Stakeholder Coordination

• Work closely with hiring managers and Industrial Engineering team to understand manpower needs
• Monitor hiring progress and provide regular updates on recruitment status
• Ensure manpower availability aligns with operational and production timelines

4. Attrition Management & Workforce Analytics

• Monitor and analyze attrition trends and identify key drivers of employee turnover
• Develop and implement action plans to reduce attrition and improve workforce stability
• Prepare and present recruitment, retention, and workforce analytics reports to management
• Utilize data-driven insights to recommend workforce strategies and improve hiring outcomes

What you will need

• Bachelor’s Degree in Human Resources, Business Administration, or related field
• Minimum 5 years of recruitment experience & engagement activities, preferably in manufacturing environments
• Experience in hiring operators, technicians, or direct labor roles is an advantage
• Strong communication, coordination, and stakeholder management skills
• Ability to work in a fast-paced environment and manage large-scale recruitment
• Familiarity with HR systems and recruitment platforms

Talent acquisition based on Nexperia vacancies is not appreciated. Nexperia job adverts are Nexperia copyright material and the word Nexperia is a registered trademark.

D&I Statement

As an equal-opportunity employer, Nexperia values diversity not just because it is the right thing to do but because diverse teams perform better. We are dedicated to being inclusive, and a proof point of this dedication is that we were the main partner of the very first Dutch Paralympic Team NL House during the Paris 2024 Paralympic Games. Our recruitment process is inclusive and accessible to all, and we consider all applicants fairly, as well as providing a safe work environment and reasonable adjustments where requested.

In addition, we offer our colleagues the possibility to join employee resource groups such as the Pride Network Group or global and local Women's groups. Nexperia is committed to increasing women in management positions to 30% by 2030.