Senior HR Project Manager

AVENTA; Brussel; Sur place; EUR 80 000 - 120 000; Plein temps

Résumé du poste

AVENTA is seeking a senior HR transformation consultant to drive end-to-end HR projects for a European transmission system operator. You will design and implement performance frameworks, governance models, and new ways of working while collaborating with HR leadership and business stakeholders in a multi-national environment.

The assignment focuses on HR transformation, change management, and capability development across L&D, performance management, and organisational effectiveness.

Qualifications

• Senior role requiring strategic credibility with HR leadership and delivery capability.
• Experience in process redesign and organisational effectiveness with practical change management.
• Experience in complex, multi-stakeholder environments such as large organisations or regulated industries.
• Languages: Dutch and/or French with good level plus English.

Responsabilités

• Lead HR projects end-to-end: scoping, business case, implementation, post-launch evaluation.
• Redesign and implement performance management and calibration processes.
• Drive HR transformation: map, redesign workflows, governance models, and role clarity.
• Coordinate Learning & Development initiatives aligned with capability priorities.

Connaissances

Project leadership

HR domain expertise

Influencing without authority

Coaching & facilitation

Storytelling & communication

Description du poste

• Client: European transmission system operator


• Department: HR – People & Organisation


• Contract type: Freelance / consulting service


• Compensation: Competitive – to be confirmed


• Experience: Senior in HR project management, HR transformation, organisational development, or consulting


• Location: Brussels


• Languages: Dutch and/or French (good level) + English (good level)


• EU authorization: Non-EU candidates must hold a valid work permit and residence permit for Belgium

Context

The client, a European transmission system operator is at the centre of Belgium's energy transition. As the organisation evolves operationally and structurally, its HR function is undertaking a significant transformation: redesigning processes, ways of working, governance models, and performance management frameworks to increase HR effectiveness and better serve the business.

The service combines project management, change management, and HR domain expertise to deliver a portfolio of initiatives spanning Learning & Development, performance management, organisational effectiveness, and HR transformation. The consultant acts as a catalyst for change — partnering with HR leadership, business stakeholders, and teams to design and implement programmes that improve skills, performance, role clarity, and HR service delivery.

Responsibilities

Lead HR Projects — end-to-end

• Manage HR projects from scoping and business case development through to implementation and post-launch evaluation — delivering on time, on scope, and with measurable impact


• Define project objectives, deliverables, timelines, governance structures, resource requirements, risks, and success measures from the outset — maintaining structured project discipline throughout


• Coordinate cross-functional stakeholders (HR leadership, business line managers, external vendors, employee representatives) and ensure alignment with the client’s business and HR strategic priorities


• Monitor project progress and provide regular structured reporting to the HR leadership team — with clear status, risk flags, decisions required, and upcoming milestones

Performance Management — redesign and implementation

• Drive the improvement of our client's performance management process — from diagnosis to redesign to rollout


• Facilitate the redesign and implementation of performance frameworks, goal-setting methodologies, feedback mechanisms, development planning approaches, and calibration processes


• Ensure alignment between performance management, talent development, and organisational objectives — so that what gets measured reinforces what the organisation needs to build

HR Transformation - new ways of working

• Lead initiatives aimed at improving HR effectiveness: map, analyse, and redesign HR processes to improve efficiency, employee experience, and cross-functional collaboration


• Facilitate workshops to redesign workflows and define future-state processes — with structured outputs (process maps, RACI, decision trees) that can be operationalised and sustained


• Design and optimise HR governance models, decision-making processes, and collaboration structures — moving the HR function toward new operating models


• Facilitate role clarification workshops with the HR team — ensuring clarity on accountabilities, responsibilities, and interfaces across HR sub-functions


• Ensure sustainable implementation and adoption of new processes: design change management approaches that drive genuine behavioural change, not just procedural compliance


• Lead Learning & Development initiatives: design and manage L&D programmes aligned with the client's strategic capability priorities — from needs analysis through programme design and vendor management to impact evaluation

Requirements

Experience

• Tthis is a senior role requiring strategic credibility with HR leadership as well as operational delivery capability


• Experience in process redesign and organisational effectiveness — methodological comfort with process mapping, RACI, workflow analysis, and change management. Candidates who only have theoretical exposure (certification without practice) are insufficient


• Experience operating in complex, multi-stakeholder environments — large organisations, matrix structures, or regulated industries are a strong asset

Skills profile

• Project leadership: structured PM discipline (scope, timeline, risk, governance) applied to HR programmes — not just coordination, but end-to-end ownership


• HR domain expertise: depth in at least two of the three core domains — L&D, performance management, HR transformation. Breadth across all three is ideal


• Influencing without authority: the role operates in a cross-functional environment where stakeholder buy-in must be earned, not commanded. Track record of driving change without direct line authority is essential


• Coaching and facilitation: ability to facilitate workshops and working sessions that generate real outcomes — not just discussion. Experience facilitating role clarification or org design workshops is a differentiator


• Storytelling and communication: ability to translate HR strategy into clear, compelling narratives for diverse audiences — from individual contributors to executive leadership

Languages

• Dutch and/or French: good level required — daily collaboration within the client Belgium and with employees and managers at all levels is conducted in Dutch and/or French. A consultant unable to work in either language cannot effectively engage our client's internal stakeholders


• English: good level required — HR leadership, Group-level coordination (with 50Hertz), and some project documentation are in English


• Non-EU candidates: must hold a valid work permit authorising employment in Belgium AND a valid residence permit confirming the right of residence in Belgium — both required