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Joël Van Ormelingen

Joël Van Ormelingen

Cloud HR Consultancy, SuccessFactors, Workday, Dynamic Hire,.... at Digipolis

Joined 09/06/2017

Summary

After allmost 2 decades of SAP HCM consultancy i'm now a Certified Associate SAP SuccessFactors Employee Central & Onboarding Consultant. Currently also working on other SAP SuccessFactors modules (Performance and Goals) and Workday HCM and Workday Recruiting.

Since this year also a regional partner for Dynamic Hire, the one way video screening tool that speeds up your hiring.

Interested in all things HR-IT related.

Specialties: Functional and Technical Business Analysis, Reorganizations, Proces redesign, HR Integration, HR Architecture and Project mgmt.

Languages: Native Dutch speaker, English, German and French
Travel: willing to travel Frequently all over Europe. (occasional travel Global)

Joel@FreelanceHCM.com
+32 498 519 723
www.FreelanceHCM.com
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Level: LEVEL 02 (12mo pts: 140 pts)

Rating: 4.22/5 stars (9 ratings)

Lifetime points: 152 pts

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Experience
HR Business Analyst at Elia
Co-Owner at Www.Homecarelanaken.com
Cloud HR Consultant at FreelanceHCM bvba
HR Business Analyst at Tata Steel
HR Business Architect at Digipolis
Regional Partner Europe at Dynamic Hire
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Panel
Retail - Sensing Trends and Disruptions Impacting the Retail Workforce
We're assembling an online advisory panel to explore the trends and disruptions impacting the retail and e-commerce workforce. Specifically, we'll discuss the technological, social, economic, demographic, environmental, and geopolitical shifts that are shaping the future workforce landscape in retail.
+160
Panel
Designing the PTO Policy of the Future
The PTO Employee Benefits Plan of the Future
Panel
Modernizing the Workforce
Modernizing workforce and sourcing strategies by embedding crowdsourcing at scale
Panel
The Future of Innovation for Fortune 500
Innovation for Fortune 500
Needs- trends More competition, more startups launching to compete, faster cheaper technology to launch new competitors, consumers expect faster innovation cycles.
Alternatives – solutions – Partnering with Startups to find / funding/ buy new ideas. Using technology to help staff create innovation and share knowledge. Increased pool of freelancers and flexible workers to source ideas. Crowd Coursing to create innovation.
Panel
The Future of Global Mobility in HR & Talent
As companies send an increasing number of people abroad (e.g. to respond to opportunities in global production; promote innovation; improve customer sales & services), they need best-in-class global mobility programs more than ever.

Global mobility (people not technology) and related eminence in the talent space. The type of questions the project team is looking to address are:

a. Global mobility (people mobility)
i. Which organizations are leading from a global mobility standpoint (tech, retail, consumer goods)
ii. Who has best practices, what are they and what can we learn from them?
iii. What are our competitors doing at a green dot level (big 4 etc.)

b. Eminence (talent perspective)
i. Who is leading eminence in the talent space?
ii. What are the key messages around talent or brand that they want to be known for?
iii. What areas are they focusing their thought leadership?
iv. What else are they doing that we should learn from?
Panel
The Future of Mesh Home Networks

What is the future for mesh networks in the home? What startups are working in this space? What should consumer goods companies who develop products which might leverage these networks be doing now to fully leverage the networks?

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