Manager HR Special Projects & Performance

Manager HR Special Projects PerformancebrAls uw vaardigheden, ervaring en kwalificaties overeenkomen met die in dit functieoverzicht, stel uw sollicitatie dan niet uit.brpTechnically advanced HR Specialist with detailed knowledge and experience of International Job Descriptions, Job Grading and experience in general key HR processes. Strong in project management, process driven with the ability to respond flexibly to a variety of situations showing practical approach and the ability to translate local needs to global processes. This role is preferably based in Rotterdam. /pbrCore Responsibilitiesbrullibr/liliArchitecture Standards Developmentbr/liliLead the Job Architecture Overhaul: Take full ownership of the job grading project, challenging the current, inefficient methods and designing a new, scalable, and pragmatic job architecture framework for the organization.br/liliDrive Job Description Standardization: Manage the regional and RPC job description process, ensuring all JDs are consistently structured, accurately reflect job requirements, and integrate seamlessly with LD (competencies) and Talent (career paths).br/liliImplement HR Process Standards: Define and document standardized operational processes within the HR function, aiming to increase clarity, efficiency, and legal compliance across regional activities.br/liliFocus on Data Efficiency and Automation: Proactively identify opportunities to automate routine HR tasks and improve the quality and structure of HR data used by all specialist functions.br/liliProject Management Integrationbr/liliOwn Cross-Functional HR Projects: Act as the primary project manager for ongoing and new initiatives previously started, ensuring successful, timely, and pragmatic completion in collaboration with the LD and Talent teams.br/liliEnsure Specialist Alignment: Partner closely with the LD and Talent specialists to ensure that the job architecture and standardized processes support and integrate with their strategic programs (e.g., succession planning relies on clear JDs, training relies on defined roles).br/liliDrive Change Management: Act as the internal consultant to effectively guide managers and employees through process changes related to job grading, JDs, and new standardized ways of working.br/liliFunctional Coordination Supportbr/liliCoordinate Performance Management: Serve as the local coordinator for all regional performance management activities, ensuring smooth execution and necessary data flow to Head Office while minimizing local time allocation.br/liliProvide Analytical Support: Deliver essential data analysis and reporting on key HR metrics (related to jobs, performance, and processes) to support strategic decision-making by the specialist HR team and management.br/liliConsult and Influence Stakeholders: Engage key stakeholders across the business to gather input, build consensus, and challenge resistance regarding necessary structural and process improvements (e.g., job grading methodology). Being a sparring partner and a Subject Matter Expert who can teach, coach, guide and brainstorm to and with the local HR.br/li /ulbrRequired Skills ExperiencebrpbJob Architecture Experience: /b Proven experience leading or significantly contributing to job evaluation, job grading projects, and developing robust job description frameworks. /pbrpbProject Management Certification/Experience: /b Strong proficiency in formal project management methodologies, evidenced by successful management of medium-to-large scale HR projects (e.g., system implementations, major process overhauls). /pbrpbTech Savvy: /b High level of comfort and proven experience leveraging HR Information for data analysis, reporting, and process automation to drive efficiency. /pbrpbData Analysis and Reporting Skills: /b Advanced ability to handle, analyze, and interpret HR data to generate actionable insights and support evidence-based decisions for the specialist teams (Talent, LD, Performance). /pbrpbGeneral HR Experience: /b Significant hands‑on experience as an HR Generalist or Business Partner, providing a practical understanding of how specialist frameworks impact day-to-day operations and employee lifecycle management. /pbrCompetenciesbrullibr/liliConsulting and Influencing: Required to be challenging — to question current methods, build consensus, and drive adoption of new standards across different stakeholders.br/liliSystemic Integrative Thinking: Must clearly see how Job Grading impacts LD and Talent programs, ensuring that solutions are not siloed but integrated across the entire specialist team.br/liliPragmatic Delivery Orientation: The ability to be pragmatic: to quickly assess complex challenges, prioritize, and deliver realistic, achievable solutions that create immediate business value.br/liliStrong Collaborative Partnering: Critical for taking over and successfully continuing existing LD and Talent projects and working effectively with those specialists.br/liliAttention to Detail and Accuracy: Crucial for the precision required in job grading methodology, job description writing, and managing sensitive HR data. xgiwjmb br/liliChange Leadership Resilience: Necessary to guide the organization through structural changes (grading) and process updates, maintaining momentum despite potential resistance.br/li /ulbrWhat We Offerbrullibr/liliMarket based salarybr/lili26 Holiday days per yearbr/liliHoliday allowancebr/lili13th monthbr/liliPension: a defined contribution paid by Employer and Employeebr/liliWIA and WGA-gap insurance fully paid by ONEbr/liliCollective Health Insurancebr/liliCommuting and Working from Home Allowancebr/liliHybrid workingbr/liliOffice in the centre of Rotterdam, walking distance to Station Blaak and the Markthalbr/li /ulbrSeniority levelbrpMid‑Senior level /pbrEmployment typebrpFull-time /pbrJob functionbrpProject Management and Information Technology /pbrIndustriesbrpTransportation, Logistics, Supply Chain and Storage /pbr