What does an HR business partner actually do? Mira Jurzik is often asked that question. She explains it as follows: “My job starts with getting the right people in the right place. And once they’re there, I make sure they can enjoy their work in a safe and motivating environment.” She tells us more about it in this article.
My aim is for colleagues to recognise their own value, to feel seen and heard, and to be able to grow here.Mira Jurzik, HR business partner at Jaarbeurs
Together with her colleagues in People & Sustainability, Mira supports everyone in the organisation, from colleagues to managers. In her role as an HR business partner, she primarily acts as a sounding board for managers on topics such as absenteeism, talent development, career progression and difficult conversations. She also contributes to policy development, such as terms and conditions of employment and other HR-related issues. Mira: “It’s a very broad role, and that’s what makes it so enjoyable for me.”
Keeping up to date with everything
Mira has been working at Jaarbeurs for a long time. She started out in the customer service department, then progressed to HR officer and is now an HR business partner. This experience comes in very handy. Because to be able to advise managers, she needs to know what’s going on. That’s why she has monthly meetings with (almost) every manager. “We discuss absenteeism, vacancies, staff turnover, leave or other issues affecting the team.” She also walks around the office, talks to people and gets involved in activities. “Because I know the organisation so well, a few words are often all it takes.”
Moving on to a different role
Mira finds her work very rewarding. Especially when an issue arises and she can help find a solution that really benefits someone. As she explains: “For example, if someone is no longer in the right role within Jaarbeurs, but there are opportunities in another department.” According to Mira, this does happen from time to time, but staff do need to raise the issue. Because: “If we don’t hear about it, we won’t know. You have to speak up yourself. Then we can help explore the options.”
Comprehensive benefits package
At the same time, her work isn’t always fully understood, as she also faces some tough challenges. Mira says that People & Sustainability is sometimes still seen too much as a department that exists primarily to serve senior management. And she finds that a shame. “Every day we go to work, we do so to make things better for our colleagues,” she says. Fortunately, however, she usually receives positive feedback. Jaarbeurs does a great deal for its staff. She mentions Jaarbeurs Academy, the employment benefits package, the profit-sharing scheme, the sports facilities, the wellbeing and diversity weeks, parties, gifts and the staff association’s activities. “We really do a lot,” she says. “But the biggest challenge is: how do you ensure that people recognise that value too?”
Keeping staff at Jaarbeurs for longer
If it were up to Mira, Jaarbeurs would be an even stronger employer in a few years’ time. “My ambition is for colleagues to know what their added value is, to feel seen and heard, and to be able to grow here.” That, she believes, is also where the organisation’s strength lies. Because it’s so diverse, with so many different disciplines under one roof, there are plenty of opportunities to grow and try something new. “There are so many different paths you can take here. But you do have to speak up.”
Not for everyone, but very unique
What makes Jaarbeurs special, according to Mira, is that, whatever role you’re in, you’re always part of something bigger. Ultimately, you’re all contributing to the same thing: to connections, to events, to something that brings people together. Mira: “That’s why we’re not just looking for people who are good at their jobs, but also for people who fit into Jaarbeurs dynamic and seek to connect with one another.”
