HR Business Partner

Freelancer Opportunity

Job title: Sr. HR Interim Manager

Job location: Brussels, Belgium

Job duration: 3 months

Job salary range: 90 to 95 euros an hour

Mission summary:

The Senior HR Interim Manager will step into a high-urgency environment to quickly regain grip on the full HR agenda of Unifiber. The role combines hands-on operational recovery with senior-level advisory support to management. The interim manager is expected to diagnose the current state of play, prioritize risks, ensure business continuity across core HR topics, and help shape a robust people approach for the next phase of Unifiber within the Proximus ecosystem. 

1. Typical expectations and responsibilities 

The successful interim manager is expected to deliver across four dimensions: stabilization, assessment, execution, and trusted partnering. 

Rapid HR stabilization and business continuity 

Establish an immediate fact base on people, contracts, payroll, benefits, policies, files, HR calendar, compliance status, and open issues. 

Identify urgent operational, legal, compliance, employee relations, and people-risk topics requiring immediate action. 

Secure continuity of critical HR processes such as payroll input/governance, recruitment support, onboarding/offboarding, absences, contract administration, and essential manager/employee guidance. 

Put in place practical workarounds and clear ownership where documentation, data, or historical knowledge are missing. 

Diagnostic and roadmap creation 

Conduct a structured assessment of the maturity and current status of key HR domains: people administration, reward, employee services, talent acquisition, performance, organizational design, external workforce governance, HR tooling, and manager support. 

Translate findings into a clear prioritization and recovery plan with short-term actions, medium-term improvements, dependencies, and decision points for management. 

Document the “as-is” situation and create the foundation for a sustainable handover and future operating model. 

Hands-on implementation and issue resolution 

Take ownership of priority HR topics and drive them to closure in a pragmatic, business-oriented way. 

Restore structure, governance, and rhythm in the HR agenda, including clear decision-making, follow-up, and communication. 

Optimize or rebuild essential HR processes, templates, trackers, and ways of working where needed. 

Coordinate effectively with Proximus HR Shared Services, Centers of Excellence, Finance, Legal, and relevant business stakeholders to ensure solutions are aligned and executable. 

Trusted senior business partnering in a change context 

Act as a credible and calm sparring partner for Unifiber leadership during a sensitive post-acquisition period. 

Support senior management on organizational changes, role clarity, change impact, people decisions, and communication towards employees. 

Help balance speed, business continuity, employee experience, and integration discipline in a context of uncertainty and change. 

Bring structure and confidence to the organization by combining sound judgement, discretion, and decisive execution. 

2. Expected outputs / deliverables 

A concise initial diagnostic and risk assessment covering the main HR domains and immediate priorities. 

A practical recovery and stabilization plan with owners, milestones, and required decisions. 

Improved grip on employee and contractor data, contracts, key files, and critical process documentation. 

Stabilized execution of core HR operations and clear interfaces with Proximus HR support functions. 

Management guidance on the people impact of upcoming organizational changes and integration choices. 

A sustainable handover package including status, documentation, outstanding actions, and recommendations for the future set-up. 

3. Profile requirements 

Strong senior HR leadership experience, ideally as HR Manager / HRBP Lead / HR Director / interim HR lead in fast-moving or transformation environments. 

Proven ability to enter complex situations quickly, create clarity from ambiguity, and restore operational control without lengthy onboarding. 

Broad HR generalist expertise across both strategic and operational topics, including employee relations, organizational change, reward, HR operations, talent, and basic compliance/risk management. 

Experience in smaller entities, affiliates, scale-ups, carve-outs, acquisitions, or integration contexts is a strong advantage. 

Demonstrated ability to work effectively with both employees and contractors / external workforce topics. 

Ways of working 

Highly pragmatic and execution-oriented: able to move from diagnosis to action rapidly. 

Strong structuring capability brings order, priorities, follow-up, and documentation where little is in place. 

Comfortable being hands-on while also operating credibly at senior leadership level. 

Strong stakeholder management and coordination skills across multiple internal and external parties. 

Able to navigate sensitive change with maturity, resilience, tact, and sound judgement. 

Personal qualities 

Trusted advisor profile with natural credibility, discretion, and calm under pressure. 

Excellent listening and communication skills, with the ability to adapt tone between leadership, employees, and functional experts. 

High level of ownership and accountability; does not wait for perfect information before taking sensible action. 

Ethical, reliable, and capable of handling confidential information appropriately. 

Positive, grounded, and solution-oriented mindset. 

Languages and practicalities 

Very good command of French, Dutch and English 

Able to be sufficiently present on site to rebuild trust, gather facts, and support management and employees directly. 

Availability to start quickly is highly desirable. 

4. What success looks like 

Management has regained confidence that the HR agenda is under control and priorities are being managed proactively. 

Critical HR risks and unresolved issues are surfaced quickly and addressed in a structured way. 

Employees experience clearer communication, better responsiveness, and more stability during a turbulent period. 

Core HR processes are running reliably again, with clear ownership and workable documentation. 

Leadership receives sound HR advice on the organizational changes ahead, with a balanced view on business needs, people impact, and implementation reality. 

Apply now and start your journey with Team Possible! We want to get to know you.

After your application, we will verify your profile and get back to you within 3

working days.

If you’re successful, you can expect the following steps:

An initial conversation with our recruiter - Swati Kumari

Interview with the Hiring Manager and the team.

Final decision

About Proximus

We are Team Possible turning tech into opportunities.

We are driven by four core pillars: "I care," "I make a difference," "I radically simplify," and "I embrace the future". This means you'll join a team that genuinely cares for customers and colleagues, is empowered to make a real impact, strives to radically simplify complex challenges, and is always looking ahead to embrace the future of technology. We believe in an inclusive and safe environment where everyone can thrive, offering extensive career development resources, including access to over 5,000 training modules and a minimum of 5 days of training per year, to help you continuously learn, grow, and tackle bold challenges with us.