As Change Manager you operate as a strategic partner to leaders and transformation teams, enabling enterprise-wide change adoption across functions and geographies. The role contributes to the evolution of change management standards, toolkits, and ways of working, ensuring consistent, scalable, and measurable people-side change practices across initiatives.This role supports complex transformation initiatives (e.g., corporate strategy execution, Project Jordan, digitalisation and process transformation), ensuring alignment between business goals, people impacts, and sustainable adoption outcomes.FunctionDefine and drive change strategy & adoption (end-to-end) Translate transformation priorities into clear, actionable change strategies and roadmaps (from mobilise ? embed ? sustain).Define the “change journey” by audience segment, linking business outcomes to behavioural adoption outcomes.Establish measurable adoption KPIs (readiness, usage, proficiency, compliance, sentiment) and track benefits realisation.Enable leadership & sponsorship Act as a trusted advisor to senior stakeholders to strengthen active and visible sponsorship, reinforcing accountability for adoption (not only delivery).Equip leaders with messaging, narratives, stakeholder maps, and coaching to lead change with clarity and consistency.Proactively challenge and influence to maintain alignment, prioritisation, and decision velocity across stakeholders.Design and deliver integrated change interventions Build and deploy integrated plans across stakeholder engagement, communications, learning/capability building, and culture/behaviour reinforcement.Ensure interventions are scalable, data-driven, and aligned to enterprise standards and governance.Plan and coordinate change calendars to reduce change saturation and improve sequencing across initiatives.Stakeholder management & resistance/risk handling Navigate complex stakeholder environments across functions, countries, and levels; build coalitions and engagement networks. Anticipate resistance and adoption risks early; develop mitigation strategies and reinforcement mechanisms.Partner with P&O/HR, business leads, project teams, and communications to ensure consistent execution.Build change capability & evolve the practice Contribute to continuous improvement of the organisation’s change methodology, templates, and playbooks (community of practice, lessons learned).Coach project teams and HR partners to embed change excellence as a core capability and increase change maturity.Capture insights and outcomes across initiatives and share best practices to raise overall effectiveness.Requirements7+ years proven experience as a Change Manager (or equivalent people-side transformation role) in complex, multi-stakeholder environments.Demonstrated experience with large-scale organisational transformation, adoption measurement, and benefits realisation.Strong knowledge of change management principles, tools, and metrics; able to design governance-grade change strategies and plans.Solid understanding of project/programme delivery ways of working; ability to integrate change work into delivery plans. Familiarity with Agile and Lean environments (and how change adoption works in iterative delivery). Experience working across geographies and cultures; comfortable in enterprise stakeholder landscapes.Excellent communication, facilitation, and influencing skills; able to build trust with senior stakeholders and teams. High autonomy and ownership; structured problem-solving and strong analytical capability (data-driven change).Strong coaching capability for leaders and people managers; confident in constructive challenge.Collaboration mindset; role-models accountability and consistency, aligned with values (courage, collaboration, accountability).Comfortable managing ambiguity, complexity, and competing priorities in a fast-paced environment.Minimum Bachelor’s degree in Business, HR, Psychology, Communications, IT, Engineering, or related field (Master’s is a plus)Certification in Change Management (e.g., Prosci, CCMP) strongly preferred.Practical experience strengthening sponsorship effectiveness is essential; sponsorship is widely evidenced as a critical success factor in change outcomes.Fluent English (spoken and written).  Additional languages are an advantage depending on stakeholder geography (e.g., Dutch/French/German). OfferRemote contractors are accepted • If local contractor, 3days/week onsite presence required • If non-local contractor, regular travel to Brussels & Germany will be expected o Costs reimbursed via expense sheet following travel policyContract duration to be...

The Transformation Manager – Organization Design/Effectiveness sits within the People & Organization (P&O) landscape and acts as a strategic partner to Business Leaders, HR Business Partners, and P&O Centres of Excellence. The role drives organisation design and effectiveness across the enterprise by creating clear, scalable organisational frameworks and operating models, ensuring structures, roles, and governance enable the business to deliver its strategic objectives. The function supports the organisation in evolving how work is structured and governed (spans and layers, reporting lines, job architecture, workforce alignment), while building OD capability across HR and line leadership through tools, training, and evidence-based insights.OrganizationDesigning future-state organisational structures and operating models aligned to business strategy and functional priorities.Enabling workforce and structural decisions through analytics (spans & layers, headcount distribution, cost impact, scenario modelling).Embedding consistent OD methodologies, toolkits, and governance so the organisation can scale efficiently and adapt with minimal disruption.FunctionOrganisation Design & Operating Model Development Translate business and functional strategy into organisation design frameworks, principles, and target structures that create clarity and strategic focus.Apply the existing career framework principles (job families, functions, sub-functions) to evolve operating models and ensure consistent role clarity across the organisation.Design and optimise organisational structures, roles, reporting lines, spans and layers to improve efficiency, agility, and scalability.Conduct impact assessments for structural changes (people, process, governance, cost, risk) and define mitigation and transition actions to minimise disruption.Partner with Total Rewards and Talent Management to align levelling, pay structures, career paths and succession implications with the future-state design.Data Analysis & Strategic Insights Provide strategic, evidence-based insights to P&O Business Partners and senior business leadership to support workforce alignment and structural decisions.Analyse organisational data (e.g., spans & layers, workforce distribution, cost structures) to identify optimisation opportunities and run scenario comparisons.Translate insights into clear recommendations and “decision narratives” that enable leaders to act with confidence.Coach HRBPs and line managers on interpreting organisational analytics and applying insights to improve team effectiveness and accountability. Process, Tools & Capability Building  Establish and maintain scalable OD tools, templates, and methodologies (e.g., design principles, assessment checklists, scenario modelling packs, workshop formats).Facilitate workshops to co-create organisation designs, align stakeholders, clarify accountabilities, and define decision rights and governance. Build OD capability across HRBPs and business leaders through training sessions, learning materials, and hands-on coaching. Ensure data integrity and reliability within organisation design systems and reporting sources, safeguarding the quality of insights.Reporting & Governance Produce dashboards and recurring reports on key organisational metrics (e.g., spans & layers, structural cost impact, change impact tracking) to provide transparency and steer decisions.Define and drive governance for structural changes to ensure consistency with enterprise design principles and alignment with strategic workforce planning.Stakeholder Collaboration & Change Enablement Partner with HRBP, Talent Management, Finance, and business leaders to align OD initiatives with budgets, workforce plans, and operational goals.Support adoption of new structures/operating models through structured communication, training, and transition planning, ensuring changes are understood and embedded.Technical profile requirements 10+ years in organisation design, operating model work, job architecture, transformation, or related consulting/enterprise roles.Deep expertise in Organisation Design/Effectiveness methodologies, including organisational models, operating model design, spans & layers analysis, workforce sizing, and job architecture. Strong analytical capability: ability to interpret quantitative and qualitative inputs, model scenarios, and translate findings into practical recommendations.Knowledge of job architecture, levelling, and how these connect to reward structures and career frameworks.Strong process optimisation skills (simplify, redesign, standardise) to increase scalability and clarity.Proficiency with HR systems and organisational analytics/reporting tools (HRIS reporting, dashboards, org modelling/visualisation platforms).Advanced facilitation skills: ability to design and run workshops that drive alignment, problem-solving, and co-creation.RequirementsConsultative mindset; acts as a trusted advisor, offering options and thought leadership rather than only executing requests.Strategic thinking; connects OD work to business strategy and longer-term workforce planning.Strong stakeholder management and influencing skills across senior leaders and cross-functional partners; able to persuade with data and crisp narratives.Critical thinking and constructive challenge; comfortable reframing problems and proposing alternative structures/ways of working.Excellent communication skills; simplifies complex organisational topics for varied audiences.Continuous improvement orientation; proactively improves OD tools, processes, and governance.Coaching and capability building; strengthens OD maturity in HRBPs and line leadership through learning and hands-on guidance.Minimum Bachelor’s degree in Business, HR, Psychology, Communications, IT, Engineering, or related field (Master’s is a plus)Change management certification and/or experience supporting adoption of structural/operating model change are a plus Advanced/Fluent English (spoken and written)Additional languages (e.g., Dutch, French, German) are an asset depending on stakeholder geography.Experience in large international environmentsExperience in organisation design, operation model work, job architectureExperience in transformation projects in a complex environment . OfferRemote contractors are acceptedIf local contractor, 3days/week onsite presence required in BrusselsIf non-local contractor, regular travel to Brussels & Germany will be expectedCosts reimbursed via expense sheet following travel policyStart ASAPFirst contract duration...

Ben jij een zelfstandige plaatser die houdt van vrijheid, variatie en zelfstandig werken?Dan zijn wij misschien een perfecte match. Voor onze groeiende planning zoeken wij freelance installateurs voor het plaatsen van rolluiken, screens, zonwering en andere buitenschrijnwerk-oplossingen over heel Vlaanderen, met focus op regio Antwerpen, Vlaams-Brabant en Limburg. Wat wij belangrijk vinden?Geen “bandwerkmentaliteit”, maar iemand die graag onderweg is, zelfstandig kan werken en energie haalt uit afwisselende plaatsingen op verschillende locaties. De verplaatsingen tussen de werven zien wij niet als verloren tijd — integendeel. Even in de camionette, hoofd leegmaken, muziekje op, en daarna terug met volle focus naar de volgende klant. ? Wie zoeken we? Zelfstandige installateur met oog voor afwerking Liefst iemand die zelfstandig werkt Flexibel ingesteld en bereid een grotere regio te bedienen Klantvriendelijk en oplossingsgericht Rijbewijs B vereist Indien nodig kan je zelf een extra helper voorzien Wat bieden wij? Mooie en correcte vergoedingen Goed voorbereide dossiers en planning Afwisselende projecten Vrijheid en verantwoordelijkheid Samenwerking op lange termijn mogelijk Een agenda die mee groeit met jouw beschikbaarheid  Interesse of zin om eens kennis te maken?Stuur gerust een berichtje met wat info over jezelf en je...

Ik ben op zoek naar een accountant die mijn klantenlisting en personenbelasting op zich wil nemen. Omdat dit een eenmanszaak is met btw vrijstelling is dit dus geen grote opdracht. Mogelijks komt er toekomstgericht een uitbreiding van de onderneming. Momenteel werkt mijn administratie via accountable. Graag een prijsindicatie voor de gevraagde...

zwangerschapsvervanging dossierbeheerder accountancykantoor:  - dossierbeheerder vennootschappen - A-Z verwerking + fiscaliteit -> zelfstandig dossier volledig kunnen afwerken = must - aanwezig zijn bij besprekingen binnen de kantooruren- ervaring als dossierbeheerder = must ...

Als Teamleader Elektrotechnieken ben je verantwoordelijk voor het coördineren van herstellingen en controleren van projectgebonden activiteiten voor het lot elektro technieken. Je bent de rechterhand van de Operations Manager en motiveert medewerkers. FunctionJe ziet toe op hun veiligheid en de kwaliteit van hun werk. Je rapporteer aan Operations Manager over de voortgang van jouw project, maar weet je ook de wensen van het management te vertalen naar de werkers op de werf.Je ondersteunt de Operations Manager op technisch-administratief gebied; bent de spreekbuis naar de klant i.v.m. de werkzaamheden onder jouw verantwoordelijkheid; coördineert dagelijkse herstellingen en kleine projecten die worden uitgevoerd door jouw team; en zorgt ervoor dat de juiste materialen en werkingsmiddelen op de werf aanwezig zijn.Je verwerkt soms offertes, lastenboeken, verrekeningen en bestelbonnen.Bij grotere projecten uitgevoerd in onderaanneming waak je over de kwaliteit van het werk; kun je inspringen op werfvergaderingen en sta je in voor opmetingen bij kleine projecten. RequirementsJe neemt veel initiatief in het ontwikkelen van voorstellen en doet dit op een creatieve en ondernemende wijze, met oog voor detail.Je bent leergierig en signaleert ontwikkelmogelijkheden.Je beschikt over een technisch secundair diploma of equivalent door ervaring in elektriciteit/elektrotechniek.Uitstekende taalvaardigheden in Nederlands, kennis van het Frans is een plus.Minimaal 2 jaar ervaring in een leidinggevende rol of in een gelijkaardige functie.Een VCA-attest (of de bereidheid om dat te halen).Een geldig rijbewijs B en de bereidheid om je te verplaatsen binnen Antwerpen. OfferProjectcontract: juni 2026 – december...