Manager HR Special Projects & Performance

Manager HR Special Projects & Performance

Technically 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.

Core Responsibilities

• Architecture & Standards Development
• Lead 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.
• Drive 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 L&D (competencies) and Talent (career paths).
• Implement HR Process Standards: Define and document standardized operational processes within the HR function, aiming to increase clarity, efficiency, and legal compliance across regional activities.
• Focus 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.
• Project Management & Integration
• Own 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 L&D and Talent teams.
• Ensure Specialist Alignment: Partner closely with the L&D 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).
• Drive 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.
• Functional Coordination & Support
• Coordinate 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.
• Provide 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.
• Consult 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.

Required Skills & Experience

Job Architecture Experience: Proven experience leading or significantly contributing to job evaluation, job grading projects, and developing robust job description frameworks.

Project Management Certification/Experience: 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).

Tech Savvy: High level of comfort and proven experience leveraging HR Information for data analysis, reporting, and process automation to drive efficiency.

Data Analysis and Reporting Skills: Advanced ability to handle, analyze, and interpret HR data to generate actionable insights and support evidence-based decisions for the specialist teams (Talent, L&D, Performance).

General HR Experience: 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.

Competencies

• Consulting and Influencing: Required to be challenging — to question current methods, build consensus, and drive adoption of new standards across different stakeholders.
• Systemic & Integrative Thinking: Must clearly see how Job Grading impacts L&D and Talent programs, ensuring that solutions are not siloed but integrated across the entire specialist team.
• Pragmatic Delivery Orientation: The ability to be pragmatic: to quickly assess complex challenges, prioritize, and deliver realistic, achievable solutions that create immediate business value.
• Strong Collaborative Partnering: Critical for taking over and successfully continuing existing L&D and Talent projects and working effectively with those specialists.
• Attention to Detail and Accuracy: Crucial for the precision required in job grading methodology, job description writing, and managing sensitive HR data.
• Change Leadership & Resilience: Necessary to guide the organization through structural changes (grading) and process updates, maintaining momentum despite potential resistance.

What We Offer

• Market based salary
• 26 Holiday days per year
• Holiday allowance
• 13th month
• Pension: a defined contribution paid by Employer and Employee
• WIA and WGA-gap insurance fully paid by ONE
• Collective Health Insurance
• Commuting and Working from Home Allowance
• Hybrid working
• Office in the centre of Rotterdam, walking distance to Station Blaak and the Markthal

Seniority level

Mid‑Senior level

Employment type

Full-time

Job function

Project Management and Information Technology

Industries

Transportation, Logistics, Supply Chain and Storage