Sebastiaan Roebroek : An HR specialist looking for ways to make the difference

1. Can you describe your role and key responsibilities in the HR department?

‍As an HR professional, my role revolves around managing the full employee lifecycle—from recruitment and onboarding to development and retention. My key responsibilities include overseeing talent acquisition, driving employee engagement, supporting performance management, and ensuring compliance with labor laws. I also collaborate with department heads to design HR strategies that align with our business goals. Additionally, I focus on fostering a positive work environment through internal communications and wellbeing initiatives, which play a crucial role in employee satisfaction and retention.

‍2. What have been some of your biggest challenges when it comes to employee onboarding?

‍One of the biggest challenges in onboarding is ensuring a smooth and engaging experience, especially for remote employees. It’s crucial to create a seamless process that provides new hires with all the tools and information they need, while also making them feel connected to the team from day one. Another challenge is maintaining personalization at scale—ensuring each new hire feels valued when you have large onboarding groups. Lastly, balancing speed with thoroughness in onboarding can be tricky, especially in fast-paced environments where business needs evolve quickly.

3. How does branded merchandise contribute to your onboarding process or employee engagement?

‍Branded merchandise plays a key role in creating a sense of belonging for new hires. It helps them feel connected to the company culture right from the start. From branded notebooks and pens to more thoughtful welcome kits, these items make a lasting impression and show that we’ve put effort into making them feel valued. For example, we recently ordered personalized onboarding packs from Merch by Helloprint, which included eco-friendly notebooks, branded water bottles, and custom t-shirts. This has been a game changer, as new employees frequently mention how the kit made them feel instantly part of the team. Merchandise also fosters a sense of unity among employees, whether they’re remote or in the office. The quality of the items exceeded our expectations and added a touch of professionalism that truly sets the onboarding experience apart. We’ve noticed that these packs have also contributed to higher engagement in our internal employee satisfaction surveys. Overall, it has strengthened our employer brand and made our onboarding process more memorable and impactful.

4. In what ways do you promote company culture through internal initiatives?

‍We promote company culture through various internal initiatives, such as employee recognition programs, team-building events, and regular feedback sessions. We also use branded merchandise as part of these initiatives, whether through awards or gifts for participation. Our focus is on creating a collaborative environment where employees feel heard and appreciated. We also hold culture workshops and encourage cross-departmental interactions to break silos and build a stronger sense of community across the organization.

‍5. How have you adapted your HR strategy for remote or hybrid employees?

‍To adapt to a hybrid workforce, we’ve incorporated more virtual engagement tools and streamlined our onboarding process to ensure that remote employees feel just as connected as in-office staff. We offer virtual onboarding sessions, frequent check-ins, and send remote workers personalized welcome kits to create a consistent employee experience, no matter where they are based. Additionally, we’ve created flexible work policies and virtual wellness programs to support work-life balance and mental health. Feedback from remote employees has been positive, and we continue to refine our approach based on their experiences.