The Aramis project objective is the development of an open‑access, non‑discriminatory CO₂ transportation infrastructure that provides low‑cost access to emitters to transport their CO₂ volumes to offshore storage facilities. The HR Advisor is a critical role within the Aramis CCS project, working with the Aramis Joint Team to plan and establish the future Aramis joint venture (JV) that will realise the project.
Responsibilities- Design, establish, and implement end‑to‑end HR frameworks, ways of working, and processes in alignment with all Aramis partners.
- Develop and execute the Aramis project people agenda end‑to‑end, deploying a “One Aramis” mindset and way of working, based on business drivers, local regulations, ER/IR strategies, and compliance requirements.
- Act as HR Business Partner to members of the Aramis Interim Joint Management Team, coordinating all resourcing processes between Aramis and its shareholders.
- Employment contract – graded in accordance with the applicable collective labour agreement (CAO).
- Self‑employed (ZZP) – contract for services, independent entrepreneur without employer authority or integration into the organisation. Clear assignment description and concrete deliverables required. Must comply with applicable DBA guidelines.
Location: The Haque
Job classification: Adviseur organisatie 75
Inschaling leveranciers: €105,25 – €114,00 per uur
Hiring period: 12 months
Salary: €6 445,50 – €8 760,50 bruto per month (scale 75) on a full‑time basis. Includes a fixed 13th month (vacation pay) and a 14th month. 20 vacation days for a full‑time contract; up to 27,5 additional days can be purchased with a flexible choice budget.
Travel costs: €0,23 per km. Monthly remote‑work allowance of €24,50 net.
Accountabilities- Organisational/resourcing ramp‑up for all project phases (FEED, EEXECUTE).
- Input in design for RFSU, stable operations and beyond.
- Capability building in partnership with Aramis partners, including diagnostics and capability building roadmap and plan.
- Preparation and follow‑up of HR budgets in support of JLT members.
- Talent management and succession planning.
- Employee engagement, change management, and culture.
- Organisation of Wisdom Wednesdays – team learning sessions.
- Workforce planning (operational and strategic).
- Providing expertise and guidance in HR related matters.
- Input in setting up HR infrastructure (all policies, processes, systems from resourcing, reward, payroll, ER/IR, and learning) aligned with Aramis business objectives and in compliance with legislation, statutory requirements, industry standards, and best practices.
- Contribution to operating model development and implementation.
- Self‑starter and highly motivated (can‑do mindset).
- Able to work independently.
- Well‑developed problem‑solving skills – able to identify problems, diagnose issues, develop solutions, and implement efficiently, adopting best practice as needed.
- Highly adaptable and resilient in a joint‑venture environment; comfortable with, and thriving in, ambiguity.
- Deep proven HR experience and expertise across HR generalist, policy/process/systems, reward, resourcing, talent management, and ODL.
- First‑principles approach to HR/people management.
- Strategic thinking and commerciality – able to translate value in the short‑term and long‑term.
- Excellent stakeholder management skills (including Aramis partners), combined with the ability to prioritise and contract effectively.
- Strong coaching skills.
- Strong personal leadership, with a focus on collaboration, integrative leadership, and care.
- Data analytics skills to derive insights and meaning, with an external focus to drive and guide a future‑focused people agenda, and a focus on continuous improvement.
- Experience working with joint‑ventures or within a joint‑venture as a secondee.
- Ability to learn from external insight (including networks).
- Dutch‑language skills preferred.
Estimated employee population: 50–80 (blend of direct hires and secondees)
Direct reports: Initially none; to be reviewed nearer the execution phase.
Key Stakeholders- Aramis Joint Management Team
- Aramis Steering Committee/Board
- HR counterparts in Aramis partner companies
- Third‑party vendors (as appropriate)
- Schedule to start and maintain CO₂ injection.
- Integrated operating system availability > 95 %.
- Quality supply / flawless start‑up.
- Reputation – public acceptance (incl. Safety).
- Optionality for further growth.
€6446 - €8761 monthly