Change Manager - SD Worx Netherlands

SD Worx Belgium NV; Netherlands; On-site; EUR 90,000 - 130,000; Full time

Job summary

SD Worx Netherlands seeks a senior Change & Benefits Lead to drive value across strategic initiatives, owning change management, benefits realization, and validation across the NL organisation. You will track value, validate assumptions after delivery, and turn findings into continuous improvement, aligning senior stakeholders and leveraging AI-first methods to raise the bar in adoption and impact.

The role requires HBO/WO level thinking, 6+ years of experience, fluent English (Dutch a plus),

Qualifications

• Fluent in English; Dutch is a strong plus
• Proven ability to run multiple change tracks in parallel
• Analytically strong with ability to measure and report benefits
• Senior in the discipline with hands-on delivery

Responsibilities

• Own change management across multiple initiatives, from impact assessment to adoption
• Develop and run benefits-tracking capability with value realization
• Validate post-delivery assumptions and feed continuous improvement
• Engage senior stakeholders (MT-level) on adoption requirements
• Apply AI-first approaches to change practice and experimentation

Skills

English fluency

Dutch language skills

AI-first mindset

Strong communication

Stakeholder management

Change management expertise

Education

HBO/WO level

6+ years change/improvement/transformation experience

Job description

SD Worx is a leading European provider of Payroll & HR services with global reach. We have offices across Europe and in Mauritius. Our purpose is to bring people solutions to life, enabling organisations of all sizes to turn Human Resources into a source of value for both the business and its people.

Our people solutions cover the entire employee journey – from getting people paid to attracting, rewarding and developing talent.

• Own change and benefits realization across the strategic initiatives SD Worx Netherlands runs.
• Every initiative promises value; this role makes sure the organisation actually receives it. That means managing change across multiple initiatives at the same time, growing the capability to track benefits from business case to realization, validating after delivery whether the assumptions behind an initiative held, and turning what is learned into continuous improvement.
• Adoption is the heart of it: an improvement only counts when the organisation demonstrably works differently.
• This is organisational improvement and change work, not product rollout.

Key result areas:

• Multiple strategic initiatives change-managed in parallel, delivered and demonstrably adopted
• A benefits-tracking capability built and operating: expected value defined upfront, realization tracked and reported honestly
• Assumptions validated after delivery, with findings feeding continuous improvement of initiatives and of the change practice itself
• Adoption of change, measured and sustained across the NL organisation
• Direct contribution to the CoE efficiency-realized target Key accountabilities
• Own change management across multiple strategic initiatives simultaneously: from change impact assessment through communication, training and support to measured adoption, holding the quality bar across all of them
• Further develop and run the benefits-tracking capability: define with initiative owners what value an initiative is expected to deliver, track realization against it, and report the honest picture including where value is not materialising
• Validate assumptions after delivery: establish whether the improvement delivered what its case promised, and make the answer explicit rather than assumed
• Turn validation findings into continuous improvement: sharpen the next initiative, the business cases, and the change approach itself with what the evidence shows
• Prioritise and balance across initiatives: decide where change effort goes when initiatives compete for the same attention, people or moment in the organisation
• Contribute to the further development of initiative governance, including the role change impact and benefits logic can play in how initiatives are assessed before they start
• Own senior stakeholder management around change: aligning initiative owners, department leads and MT-level stakeholders on what adoption requires of them
• Work AI-first: apply AI in the change and benefits practice itself, contribute to the Experimentation Lab and repository, and raise the bar for how the CoE operates
• Take on what a small, broad department requires: senior in the discipline, hands-on in the work

• HBO or WO working and thinking level
• 6+ years of relevant experience, including demonstrable ownership of change, improvement or transformation work with measurable results
• Fluent in English; Dutch is a strong plus given the NL organisation
• Proven ability to run multiple change tracks in parallel without losing quality or detail
• Able to define, measure and report benefits: translating an initiative's promise into trackable value and telling the truth about realization
• Analytically strong: process analysis, assumption testing, and drawing conclusions the organisation can act on
• Understanding of how people change through change, and the seniority to hold initiative owners and department leads to their part in it
• An AI-first mindset with hands-on capability: this person reaches for AI by default and can demonstrate it
• Strong communicator, verbally and in writing, from operational teams up to MT-level stakeholders

Contribution level:

• Operates with substantial autonomy and owns results across initiatives rather than within one
• Priorities follow from the strategic initiative portfolio, and within those this role independently determines the change approach per initiative, how benefits are defined and tracked, where change effort is concentrated when initiatives compete, and how validation findings are turned into improvement.
• Accountable for adoption and realized value as outcomes, not for activities performed.
• Escalates on matters that change initiative scope, portfolio priorities or strategic direction. Impact horizon is medium to long term: individual initiatives run one to three quarters, while the benefits-tracking capability and the validation loop compound over years.
• Works across the breadth of the NL organisation and holds MT-level stakeholders to their role in adoption.

Career path:

Grows toward a senior manager role within the organisation, which can be within Market Innovation.

Expected behaviours:

Aligned to the Market Innovation team principles: challenge the status quo, get things done, AI-first, and brave collaboration.

SD Worx values diversity and inclusion in the workplace. We welcome applications from all qualified candidates regardless of origin, nationality, gender, gender identity, sexual orientation, age, disability, religion, ethnic or social background, or stage of life.