Gesloten vacatures offshore Rotterdam

HR Advisor

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.

Contract Types

• 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 & Job Classification

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.

Requirements

• 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.

Preferred Skills

• 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.

Dimensions

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)

Project Value Drivers

• 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.

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