Written by: Sharina Vink, Senior HX Professional at Rvdb

In this case study, you’ll learn how Sharina Vink worked for a year as an HR Business Partner at a national organization with multiple locations and a highly diverse workforce.

What began as a temporary assignment to support an HR team facing a heavy workload evolved into a multifaceted role with a significant impact. I took ownership of critical HR projects, guided a large group of new employees during an acquisition, and contributed to more efficient processes and a people-centered approach within the organization.

In September 2024, I started working at a national organization with a lot of customer contact and a highly diverse workforce—more than 1,400 employees in total, spread across the entire country. I was assigned as a “jack-of-all-trades”: someone who steps in where needed to ensure continuity and lighten the workload within the team.

The Challenge

I joined an HR team that was under pressure due to changing structures and a fast-paced operational environment. There was no set list of responsibilities; the assignment was to be able to step in wherever the pressure was highest, without knowing in advance how that role would evolve.

Role and Approach

From the very beginning, my approach was people-oriented and flexible. Instead of being confined to a single region or task, I was given the freedom to take on a wide range of responsibilities: from contract management and case handling to projects and onboarding.

After four months, partly thanks to my own initiative, I was given the opportunity to lead an acquisition project and was assigned my own region. Over time, a second region was added, bringing the total to about 35 stations in Zeeland and Brabant. I provided advice and support to the station managers and two regional managers, while also continuing to handle HR matters for other regions.

HX in Practice – A People-Centered Approach

My HX approach is all about the day-to-day choices: seeing the person behind the employee, asking follow-up questions, and offering support when needed. Instead of limiting myself to a single region or task, I chose to maintain a broad scope of involvement—from contract management and case studies to projects and onboarding. This allowed me to stay closely connected to what was happening on the ground, even as my region continued to expand.

A prime example was the onboarding of 120 new colleagues following an acquisition. Instead of handling this entirely online, we spent two weeks visiting locations across the country to personally welcome everyone, explain their contracts, and answer questions. That personal approach made a noticeable difference in the new colleagues’ engagement and trust.

I applied that same approach in more complex situations, such as labor disputes, long-term absences, and VSO programs. That’s precisely where how you conduct the conversation matters: by focusing on the person, not just the case file. By actively brainstorming with colleagues both inside and outside the organization, I became more confident in having those conversations, even when a situation was stressful or complex.

Results Achieved

During this assignment, I contributed to the team’s development and the further professionalization of HR over the course of a year:

• Involved in two major system implementations (Workday and time tracking), focused on more efficient processes and a reduced workload
• Helped ensure the successful integration of 120 new employees following an acquisition, including their personal onboarding
• Project launched for 100-day feedback and exit surveys, focused on learning and improvement
• An active role in complex cases, with sustainable solutions and a focus on people
• Support for the nationwide rollout of a service game focused on customer-centric behavior

Insights and Impact

This assignment has been the most dynamic one I’ve had as an HX professional so far.

I was given the opportunity to develop my skills through challenging cases, such as labor disputes, long-term absenteeism, and VSO programs. By actively exchanging ideas with colleagues both within and outside the organization, I became increasingly confident in initiating conversations in situations that were stressful or complex.

What I’ve taken away most of all is the importance of clear, accessible communication. By constantly aligning and bridging the gap between policy and practice, I developed my ability to connect with different audiences. I also learned that courage and curiosity are indispensable: dare to ask follow-up questions, dare to reflect, and stay human—especially when things get busy or complicated.

What started as a temporary assignment turned into a multifaceted and educational experience in which I was able to fully express myself in both the interpersonal aspects and the complex HR challenges.