Senior HR Project Manager

Summary

• 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

Please double check you have the right level of experience and qualifications by reading the full overview of this opportunity below.

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
• Proven track record leading Learning & Development projects — including programme design, vendor management, digital L&D platforms, or leadership development initiatives
• Experience in process redesign and organisational effectiveness — methodological comfort with process mapping, RACI, workflow analysis, and change management. Candidates