Human Resources Manager Needed In Netherland 2025

Human Resources Manager Needed In Netherland 2025

The Chief People Officer (CPO) role at ACAPS represents a rare and powerful opportunity to shape the future of a global humanitarian organization at a critical time in its evolution. As ACAPS transitions from being a hosted project to becoming a fully independent entity, the CPO will be central in designing the human infrastructure that supports this change.

This is more than a leadership position – it’s a chance to build a people-first ecosystem from the ground up, laying down systems, structures and strategies that prioritize well-being, performance and cultural coherence across a growing, international team.

At the heart of this role is the mandate to develop an HR framework that supports organizational effectiveness while nurturing a culture rooted in ACAPS’ core values: agency, candour, integrity, diversity, evolution, ambition and collaboration. From talent acquisition to compliance and from employee engagement to diversity, equity and inclusion (DEI), the CPO will lead every aspect of the people strategy.

With teams spread across various global locations and a dynamic headquarters in The Hague, this position demands both strategic foresight and a deeply practical approach to international HR leadership.

This opportunity will resonate with experienced HR professionals who thrive in high-impact, mission-driven environments. It calls for a visionary who can manage complexity, scale systems and guide culture with intention and clarity. For the right candidate, the CPO position offers not just a job, but a legacy – one that will directly influence how ACAPS supports crisis-affected communities around the world through its people, processes and shared purpose.

Position: Chief People Officer (CPO)

Role Title

Chief People Officer (CPO) – a senior leadership position at the executive level, reporting directly to the Chief Executive Officer (CEO).

Reporting Structure

The CPO is positioned within the executive leadership team and has a direct reporting line to the CEO, reflecting the strategic importance of overseeing all people-related functions across the organization.

Scope of Management

This position is responsible for the leadership and direction of the Human Resources (HR) team, inclusive of HR professionals overseeing recruitment, talent acquisition, performance management, learning and development, employee relations, compensation and benefits, as well as diversity, equity and inclusion initiatives.

Duty Station: The Hague, Netherlands

The official base of operations for the Chief People Officer is The Hague, Netherlands, where the majority of strategic planning, leadership collaboration and organizational development activities take place.

Travel Requirements

The role includes occasional travel obligations. These may involve regional travel to support HR activities in different ACAPS offices or project hubs, participation in global or regional meetings with partners and stakeholders and potential site visits to implementation environments or events.

Duration & Contract Type

• Position is full-time: 100% working time allocation.

• The contract is contingent on availability of funding; position stability depends on continued donor support.

• ACAPS can assist with visa and work permit sponsorship for successful candidates requiring legal authorization to work in the Netherlands.

Start Date

The Chief People Officer position is expected to begin in early August, with some flexibility as needed to accommodate recruitment timelines and visa processing.

About ACAPS

Mission & Philosophy

ACAPS maintains that sound, reliable evidence must underpin every decision in humanitarian response. Working alongside partners, ACAPS interprets complex, fragmented data to produce actionable insights – distilling clarity from crisis.

Core Activities

1. Impartial Assessments & Analysis
   We deliver independent and rigorous analysis that equips humanitarian actors with the knowledge required to make purposeful, informed decisions.

2. Field Deployments
   ACAPS dispatches specialists to crisis settings to conduct needs assessments, gather data and perform in-depth analysis in support of response planning.

3. Innovation in Data Methods
   The organization invests in pioneering new tools and approaches to ensure data collection is faster, more accurate and more reliable in challenging environments.

Current Opportunity

We are entering a pivotal new phase as we establish our organizational nucleus in The Hague. We are actively seeking visionary architects, inventive problem-solvers and bold innovators – people energized by challenge, adept at transforming complexity into structure and eager to shape something impactful from the ground up. If this mission resonates with you, we invite you to join us.

Purpose of the Role

Strategic Leadership in People & Culture

The Chief People Officer brings an exceptional blend of leadership capability, deep HR expertise and a hands-on approach to this role. As ACAPS transitions from a hosted project to fully independent nonprofit entity, the CPO will:

• Design and implement a reference HR architecture – including organizational charts, job classification systems, competency frameworks and career pathways – by December 2025.

• Define structural approaches for workforce composition across ACAPS locations, examining options such as direct employment by ACAPS, secondment via host entities or local partners, consultancies and sub-contract arrangements.

• Support onboarding of in‑country staff by establishing compliant hiring and contracting systems that reflect both organizational values and local regulatory requirements.

People Strategy & Employee Experience

As steward of the people agenda, the CPO leads the development and execution of holistic and people-centered strategies that include:

• Employee experience: from first contact in recruitment through to exit, ensuring touchpoints are engaging, transparent and aligned to core values.

• Engagement and organizational effectiveness: promoting initiatives to nurture workplace belonging, motivation, performance on both individual and team levels.

Culture, Diversity, Equity & Inclusion (DEI)

The CPO is the chief advocate for an inclusive workplace characterized by:

• Culture-building initiatives: tailored programs to embed ACAPS values – agency, candour, integrity, diversity, evolution, ambition, collaboration – across every aspect of organizational life.

• DEI strategy: targeted actions to ensure equity in recruitment, retention, reward, representation and opportunity.

• Transparency: encouraging open communication, feedback loops and inclusive decision-making practices at all levels.

Health, Safety & Wellbeing

Employee physical and mental health is a priority. The Chief People Officer is responsible for instituting measures and supports to:

• Create a healthy and safe work environment.

• Prevent and mitigate occupational risks, particularly in high-stress or field-based contexts.

• Provide communications, practices and resources addressing mental health, resilience and stress management.

• Manage crisis support and emergency planning including evacuation and insurance where relevant.

Training & Professional Growth

Learning and development fall squarely within the CPO’s remit. Responsibilities include:

• Identifying emerging and essential skills for organizational growth.

• Designing accessible programs for leadership development, technical skill-building and soft-skills enhancement.

• Strengthening performance management systems to incorporate goal setting, career development planning and feedback mechanisms.

• Facilitating effective succession planning to build organizational resilience and retain institutional knowledge.

Compliance and Risk Management

Ensuring integrity and regulatory compliance is vital. The Chief People Officer ensures ACAPS adheres to:

• Internal HR policies, procedures and ethical standards in line with our values.

• Donor expectations and audit requirements related to staffing, compensation and HR administration.

• Employment laws and regulations in all jurisdictions where ACAPS operates including data protection, taxation, statutory benefits, termination protocols and dispute resolution.

Operate in Line with ACAPS Values

The Chief People Officer must model and embed ACAPS’s foundational values:

• Agency – empowering individuals and teams to act with autonomy and accountability.

• Candour – fostering openness, honesty and constructive dialogue.

• Integrity – leading with ethical rigor and trustworthiness.

• Diversity – valuing differences in thought, identity and background.

• Evolution – embracing change, learning and adaptation.

• Ambition – striving for excellence and impact in all endeavors.

• Collaboration – nurturing partnerships, cooperation and collective problem-solving.

The successful candidate will reinforce these values through how they lead, design HR systems, collaborate internally and represent the organization publicly. In harmony with our commitment to equal opportunity, we do not discriminate based on age, gender, religion, ethnicity, nationality or physical ability.

Working Environment

We maintain a hybrid, high-trust work environment where:

• Office facilities in The Hague serve as collaborative hubs – spaces to brainstorm, socialize and co-create – while remote work is also standard.

• We encourage fluid movement between office and off-site settings; presence on-site is by choice to facilitate meaningful connection.

• Staff are enabled to balance autonomy with community – our work design prizes alignment and flexibility.

Why Join Us?

1. Innovative & Dynamic Setting

   • Help define the future of humanitarian data analysis through bold, creative approaches.

   • Work in a purpose-driven environment with high autonomy and fast-paced, impactful projects.

2. Collaborative Culture

   • Join a diverse, multicultural team of professionals with shared passion for humanitarian purpose.

   • Benefit from an environment that values cross-functional collaboration, peer learning and knowledge exchange.

3. Meaningful Impact

   • Directly influence better humanitarian outcomes by ensuring ACAPS recruits and retains the talent needed.

   • Shape the internal systems that empower smart analysis, rapid data-driven decisions and global emergency response.

Key Responsibilities Snapshot

Essential Experiences & Competencies

Required Qualifications:

• 10+ years of progressive HR leadership, ideally with 5+ years as an executive/foundation-level CPO, VP or Director-level function.

• Solid track record launching and scaling HR systems in international settings, especially transitioning to standalone status.

• Hands-on experience designing organizational structures and contracting models suitable for geographically diverse operations.

• Experience building DEI strategy and embedding inclusive practices throughout the employee lifecycle.

• Demonstrated ability to lead complex culture change and transformation processes.

• Strong knowledge of global employment practices, labor regulations, GDPR and data privacy.

• Experience in crisis preparedness, staff security, wellbeing and field risk assessment.

Professional Qualities:

• Strategic mindset with both visionary outlook and pragmatic implementation ability.

• Thoughtful communicator – able to engage diverse audiences, act as a trusted advisor and represent people strategy at board/executive level.

• Values-driven, authentic leadership style, comfortable in ambiguous environments and adept at fostering psychological safety.

• Strong commercial and analytical orientation – capable of taking data-driven decisions on headcount, costs and productivity.

• Proven high emotional intelligence, relationship management skills and capacity to influence across levels.

Reporting Line

• Direct Reports: CEO and Executive Leadership Team

• Indirect Reports: HR team (Recruitment, Talent Management, L&D, Employee Relations, Compensation & Benefits, Admin).

• The position serves as the primary liaison with all functional leaders on matters concerning staff, structure, culture and long‑term organizational health.

Location-Specific Notes

• The core team is located in The Hague; the CPO will spend most time there, but occasional travel to regional offices and field teams is expected.

• The Netherlands host environment includes logistical support for visas, work permits and local employment procedures.

Contract Details

• Contract type: Fixed-term or open-ended, subject to funding continuity.

• Remuneration: Competitive international executive salary, aligned with candidate background and aligned with donor/NGO pay band norms.

• Benefits:

  • Support with visa, relocation assistance and resettlement costs.

  • Standard Dutch and international NGO benefits including health insurance, pension contributions, holiday allowance, parental leave and flexible working arrangements.

  • Ongoing professional development and learning opportunities tailored to leadership growth.

Application Process & Timeline

1. Application Submission
   Candidates should provide a current CV and a tailored cover letter detailing alignment with the role and relevant experiences.

2. Shortlisting
   Applications will be reviewed by the CEO, HR Director and Board representative.

3. Initial Interviews
   Selected candidates proceed to competency-based interviews focusing on strategy, culture change, DEI and crisis-ready HR systems.

4. Final Assessment & Reference Check
   Finalists may be invited to present a strategic HR proposal followed by reference checks.

5. Job Offer & Onboarding
   Successful candidate receives formal offer, relevant visa/work permit processed and planned onboarding before early August.

6. Commencement
   Role expected to officially launch in early August 2025. Contracted until December 2025, with potential renewal.

How to Apply

Interested candidates should email their CV and cover letter with the subject line “Chief People Officer Application – [Your Name].” Both documents should describe how your experience positions you to:

• Lead people strategy during organizational transformation,

• Design and deliver systems ahead of the December 2025 milestone,

• Foster culture, well‑being, DEI and organizational effectiveness.

Only shortlisted candidates will be contacted. ACAPS promotes diversity and welcomes applications from all qualified candidates irrespective of demographics.

Organizational Culture & Values – In Detail

ACAPS Culture Pillars
These embedded values define both the spirit and conduct we expect:

1. Agency – Encouraging individuals to make autonomous, accountable decisions aligned to our shared purpose.

2. Candour – Fostering an environment where openness, frankness and constructive feedback are welcomed and routine.

3. Integrity – Valuing ethical behavior, objectivity and transparency in all interactions and representations.

4. Diversity – Recognizing that diversity in perspectives, experience and identity is essential to organizational excellence.

5. Evolution – Embracing adaptability, iterative learning and open-minded experimentation in a fast-changing context.

6. Ambition – Supporting bold goals and high-impact thinking to further our mission.

7. Collaboration – Prioritizing teamwork, learning from each other, sharing resources and building trust to achieve shared goals.

How Culture is Brought to Life

• We co-create systems and policies with teams so culture feels owned, not imposed.

• We celebrate diversity in events, communications and decision panels.

• We require clear, accessible feedback loops including skip-level meetings and pulse-check surveys.

• We promote psychological safety – when people speak up, share ideas or challenge the status quo.

• We respect flexible working – many of us split time across home offices, field sites and the Hague office, reflecting trust-based work.

• Periodic staff forums, retreats and workshops ensure culture is revisited, refreshed and responsive to needs.

Role of the CPO in Culture Activation

• Create and sustain communication platforms that allow all staff to connect meaningfully.

• Embed organizational values in performance reviews, recruitment criteria, internal training and reward systems.

• Monitor and respond to survey insights to continuously enhance workplace experience and retention.

• Coordinate cross-functional collaboration initiatives – peer mentoring, culture ambassadors, wellness programs.

Working Arrangements & Flexibility

• Hybrid modalities: Mix of office-based and remote work to support creativity and productivity.

• Office as an anchor: A place for co-creation and spontaneous interaction – not mandatory attendance.

• Remote inclusion: Teams and leadership shape rhythms of collaboration, avoiding arbitrary presence mandates.

• Flexible schedules: Allow adaptation to personal circumstances, life responsibilities and field demands.

Your Impact as CPO

In this role, you will:

• Directly shape who we are – our people, systems and internal dynamics – positioning us for long-term success.

• Enable colleagues to do impactful and fulfilling work throughout crisis-sensitive contexts.

• Lay the foundational HR infrastructure and culture that will live beyond your tenure.

• Ensure capacity, compliance, cohesion and care are embedded in our working model.

Essential Attributes We’re Looking For

1. Visionary Leader who can design, articulate and implement a global people strategy aligned with rapid organizational growth.

2. Organizational Architect skilled at establishing HR systems – including policies, processes, roles and data – that scale across borders.

3. Cultural Steward experienced in organizational change, with ability to foster relevance, inclusivity and resilience.

4. DEI Champion with a notable track record of integrating equity into recruitment, retention, pay, development and culture.

5. People-Centric Innovator dedicated to employee wellbeing, systemic prevention of burnout and robust safety frameworks.

6. Expert in Compliance able to navigate labor laws, donor obligations, international contracts and audit standards.

7. Credible Trusted Advisor to senior leaders, comfortable challenging assumptions and presenting evidence-based recommendations.

8. Adaptive Communicator able to speak with warmth, clarity and influence across cultures, functions and generations.

9. Data-Informed Thinker able to apply HR analytics to guide decisions on headcount, cost structures and value metrics.

10. Ethical Collaborator invested in genuine partnership, cross-team facilitation and collective leadership.

Contract Terms & Benefits (Summary)

• Type: Full-time role; contract duration tied to funding – with likely continuation.

• Remuneration: Competitive international C‑suite package benchmarked against NGO pay bands in Europe.

• Support: Visa, relocation and settlement services provided.

• Benefits: Include full health insurance, pension provision, annual leave, flexibility for parental events and remote-working compatibility.

• Development: Participation in leadership forums, external executive coaching and continuous learning programs.

Hiring Process & Timeline

How to Apply

Submit applications via email to [email protected] with subject “Chief People Officer – [Your Name]”. Include:

• An updated CV with up to five pages of leadership and HR track record.

• A 1–2 page cover letter that outlines:

  • Your fit for the transformation from hosted entity to independent organization.

  • How you’d approach meeting the December 2025 HR infrastructure goals.

  • Examples of previous experience in culture change, DEI and people well‑being.

ACAPS is committed to building a diverse workforce and actively encourages applications from underrepresented groups. We are an equal-opportunity organization that does not consider age, gender, religion, nationality, ethnicity or physical ability during recruitment.

For any questions regarding the role or process, email [email protected]. Note: only shortlisted individuals will be contacted.

Thank you for your interest in joining ACAPS in this critical capacity. We look forward to receiving your application.