Please provide motivation letter and CV in English
About HR Forward
HR Forward is a strategic HR transformation intended to equip the HR function to deliver the People Strategy now and in the future. It strengthens the effectiveness, engagement, scalability and efficiency of HR by clarifying responsibilities, improving collaboration, strengthening capabilities and evolving ways of working across the HR organization.
The program addresses organization and roles, ways of working, processes and systems, and change and communication. It supports the HR organization in operating as ONE HR, with clear interfaces between Strategy & Excellence, Expertise, Country, HR Line and People Operations.
Assignment overview
ASML is seeking an experienced Change Management Lead to lead the people side of HR Forward. The role translates organizational and operating-model changes into an integrated, practical change approach that enables leaders, HR professionals and other affected stakeholders to understand, adopt and sustain the future ways of working.
The Change Management Lead will work closely with HR Forward program leadership, HR leaders, workstream leads, communication and learning specialists, and representatives from affected stakeholder groups. The role combines strategic direction with hands-on delivery and requires strong leadership alignment, stakeholder engagement and execution capabilities.
Role purpose
Lead the development and execution of the integrated HR Forward change approach, ensuring that organizational changes are translated into clear impacts, stakeholder journeys, leadership actions, communication, learning, adoption measures and sustainment activities.
Key responsibilities
Change strategy and planning
Own, finalize and maintain the integrated HR Forward Change Management Strategy and Plan.
Translate program objectives and approved design decisions into an actionable change roadmap.
Integrate change activities, milestones, risks, dependencies and decisions into program planning and governance.
Provide concise progress updates, recommendations and decision asks to program leadership.
Change impact and readiness
Lead detailed change impact assessments across stakeholder groups, roles, processes, behaviours, interfaces and ways of working.
Establish readiness baselines and identify priority gaps, risks, resistance themes and mitigation actions.
Validate impact and readiness insights with relevant workstream owners and stakeholder representatives.
Maintain transparent impact, readiness, risk and action tracking.
Leadership alignment and sponsorship
Build leadership alignment around the HR Forward direction, change narrative and expected leadership behaviours.
Clarify sponsor roles and equip leaders with briefings, talking points, cascade materials and listening formats.
Coach leaders in visible sponsorship, dialogue, resistance management and reinforcement of desired behaviours.
Facilitate leadership alignment and decision-making sessions.
Stakeholder engagement and change network
Develop and maintain stakeholder mapping, engagement priorities and an integrated engagement plan.
Design, mobilize and support a representative Change Ambassador Network.
Establish structured listening, feedback and Q&A mechanisms and translate insights into practical actions.
Engage stakeholders transparently on how approved changes will work in practice.
Audience-specific journeys and interventions
Develop targeted change journeys and intervention packages for priority audiences.
Connect verified impacts to audience-specific messages, actions, support, timing, ownership and measures.
Coordinate interventions such as workshops, impact conversations, reflection sessions, walkthroughs, peer learning and first-use support.
Adapt interventions based on feedback, readiness and adoption evidence.
Communication and learning enablement
Partner with communication specialists to shape the change story, message architecture, communication roadmap and leadership toolkits.
Ensure communication is consistent, audience-relevant, actionable and clear about what is decided and what remains open for practical input.
Lead or coordinate learning-needs analysis and support role-based enablement close to the moment of need.
Contribute to communication, learning and support materials and ensure coordinated deployment.
Adoption measurement and sustainment
Define a proportionate framework for measuring readiness, adoption and relevant outcomes.
Establish pulse checks, feedback tracking, operational adoption signals and an adoption dashboard.
Recommend and track corrective actions where adoption risks or gaps arise.
Develop the sustainment and handover approach, including transferred assets, ownership, routines and open risks.
Required experience and qualifications
At least 10 years of relevant professional experience, including substantial experience leading organizational change in complex transformation environments.
Proven ability to create and execute integrated change strategies across multiple workstreams and stakeholder groups.
Strong expertise in change impact assessment, readiness, stakeholder engagement, sponsor coaching, communication, learning, behavioural adoption and sustainment.
Experience working with senior leaders and influencing effectively without formal authority.
Demonstrated facilitation, coaching, written communication and executive presentation skills.
Experience working across functions, cultures and geographies in a complex, global or matrix organization.
Relevant bachelor’s or master’s degree, or equivalent professional experience.
Formal change-management certification is desirable. Program or project management experience is beneficial.
HR transformation or HR operating-model experience is strongly preferred.
90 - 113 EUR per hour