Project Manager Employee Survey & Pay Transparency

Project overview

ICTU conducted an Employee Survey in 2026, which serves as the baseline for the coming years. Based on the results, a multi-year program will be established for 2026–2028. The program will structurally organize the cycle of measuring, interpreting, prioritizing, executing, communicating, evaluating, and adjusting as needed.

Within the program, there are three interconnected lines: (1) substantive follow-up through the themes of Workload and need for recovery, Leadership and Social inclusion, diversity and equality in conjunction with social safety; (2) periodic pulse surveys and, where necessary, in-depth research, in collaboration with Effectory; and (3) transparent communication about results, follow-up approach, progress, and outcomes. Additionally, the assignment includes the implementation of the Pay Transparency project.

This project focuses on preparing, coordinating, and ensuring a transparent and explainable remuneration practice based on laws and regulations, concerning the right to equal pay for equal or equivalent work for men and women.

This includes mapping relevant HR and remuneration processes, roles, and data; developing objective and gender-neutral criteria for remuneration and remuneration development, and aligning with job evaluation/classification; establishing information and communication processes for employees; determining necessary HR data, analyses, reports, and tooling; and translating policy choices into executable processes, formats, and work instructions. Project/Program End: The assignment starts in November 2026 and runs until December 31, 2028.

The assignment is completed when the agreed-upon results for Employee Survey and Pay Transparency have been realized, aligned, documented, and secured in such a way that ICTU can continue and manage the working methods. Role of the Professional: The professional will be deployed as a Project Manager for Employee Survey and Pay Transparency within the HR team. The Project Manager is responsible for coherence, planning, (program team) coordination, progress and progress reporting, stakeholder alignment, preparation of decision-making, and securing results.

The work will be carried out under the leadership and supervision of ICTU. The hiring manager can set priorities and provide work-related instructions. The Project Manager will work within these frameworks with professional autonomy, coordinating intensively with the HR team, management, line organization, working groups, Effectory, and other relevant parties. The professional will perform the following tasks:

• Finalize and realize the Employee Survey 2026–2028 program plan, including coherence, priorities, planning, results, and dependencies.
• Coordinate the substantive working groups, research line, and communication line, and monitor the coherence between research findings, actions, communication, and evaluation.
• Organize periodic pulse surveys and, where signals warrant it, in-depth research; translate outcomes into priorities, action perspectives, and development activities.
• Ensure transparent and traceable reporting on progress and results and support communication towards employees and other stakeholders.
• Develop an implementation approach for pay transparency and monitor phasing, dependencies, decision points, and progress.
• Inventory and analyze relevant remuneration processes, roles, responsibilities, job evaluation/classification, and available HR and remuneration data.
• Coordinate the development of objective, explainable, and gender-neutral criteria for remuneration and remuneration development.
• Together with stakeholders, establish processes for information provision to employees and for necessary HR data, analyses, reports, and potential tooling.
• Prepare policy, process, and organizational decisions and facilitate decision-making with analyses, scenarios, and proposals.
• Align with HR, management, line organization, employee representation where applicable, Effectory, and any external experts or suppliers.
• Identify risks, bottlenecks, and dependencies and propose adjustments.
• Deliver process descriptions, formats, work instructions, implementation, and handover documentation, and support adoption and embedding. Interim Results during the Assignment
• Established and executable Employee Survey 2026–2028 program plan.
• Coherent approach for substantive working groups, research line, and communication line.
• Functional system for periodic monitoring and an approach for in-depth research.
• Translation of research outcomes into priorities, actions, and development activities, including progress and results reporting.
• Implementation approach for pay transparency with phasing, decision points, dependencies, and responsibilities.
• Analyzed and aligned processes regarding remuneration, job evaluation/classification, information provision, and relevant HR data.
• Developed principles for objective, explainable, and gender-neutral remuneration criteria.
• Proposals for necessary analyses, reports, tooling, communication, formats, and work instructions. Final Results upon Completion of the Assignment 1. Employee Survey: A structurally embedded cycle for periodic measurement, interpretation, prioritization, action, communication, and evaluation, including transferable documentation and agreements. 2. Pay Transparency: An implemented or largely prepared and administratively aligned approach, with clear processes, roles, criteria, information provision, data/reporting needs, and implementation documentation. 3. Embedding and Handover: Relevant stakeholders are involved and informed, and HR and line management have the documentation and working methods to further apply, manage, and develop both lines. Completion and Termination The assignment can be completed when the agreed-upon results have been delivered and accepted, necessary decisions have been made, the documentation is complete, and there are no outstanding issues that significantly hinder implementation or embedding. Assessment and Progress Periodic progress meetings will be held with the hiring manager. Planning, priorities, quality, collaboration, risks, and results will be discussed. ICTU may provide work-related instructions within the framework of the secondment and, if necessary, adjust priorities or approaches. The final assessment will be based on the agreed-upon results and the quality of the handover and embedding. Duration and Uncertainties The duration is planned from November 2026 to December 31, 2028. Uncertainties may arise from internal decision-making, stakeholder availability, research planning, dependencies on Effectory or other external parties, data quality, necessary adjustments in HR processes or tooling, and developments in laws and regulations regarding pay transparency. Phasing and deployment can be adjusted in consultation within the agreed timeframe. The professional must possess:
• Demonstrable WO (higher professional education) work and thinking level.
• Demonstrable and relevant work experience in leading, coordinating, and implementing HR projects (project/program management experience) and HR instruments within a complex organization, preferably in the government/public sector.
• Demonstrable experience with employee surveys and translating research results into concrete improvement and development actions.
• Demonstrable experience with HR implementation and change processes, process improvement, and embedding.
• Experience with stakeholder management and collaboration with HR, management, line organization, and other stakeholders.
• Experience in preparing transferable documentation, process descriptions, and work instructions.
• Strong oral and written communication skills.
• Preferably demonstrable knowledge and/or experience with Compensation & Benefits, HR data, HR tooling, and job evaluation or remuneration issues. Desired Profile For the project leadership of the multi-year Employee Survey program and the implementation of pay transparency, ICTU is looking for an experienced HR Project Manager. The candidate combines programmatic and project-based management with knowledge of employee research, HR implementation, stakeholder management, and change initiatives. The Project Manager can translate research results into concrete improvement actions and can simultaneously structure and realize an implementation project for pay transparency. The candidate works effectively within a complex organizational context, can function under the leadership and supervision of the hiring manager, and knows how to connect diverse interests to concrete, executable, and embedded results. Requirements R1. Education Level The professional possesses a demonstrable WO (higher professional education) work and thinking level. R2. Experience with Project/Program Management and HR Implementation The professional possesses demonstrable and relevant work experience in leading/coordinating and implementing HR projects and HR instruments within a complex organization. R3. Experience with Employee Surveys and Compensation & Benefits The professional possesses demonstrable experience with employee surveys, pulse surveys, or comparable organizational research and with translating research results into concrete actions. Furthermore, the professional has demonstrable experience with job evaluation and remuneration issues. R4. Process Improvement and Embedding The professional has demonstrable experience in analyzing, improving, implementing, and embedding HR processes and HR data. R5. Stakeholder Management and Change Approach The professional has demonstrable experience with implementation and change initiatives, requiring alignment with various stakeholders, including HR, management, and the line organization. Wishes W1. The candidate has experience in leading and executing employee surveys, employee satisfaction surveys, pulse surveys, or comparable research programs. The assessment will focus on the quality of the research approach, the interpretation of results, and the translation into concrete improvement actions. W2. The candidate has experience in improving HR processes and working methods within complex organizations. The assessment will focus on the ability to analyze bottlenecks, realize appropriate improvements, and ensure their sustainable effectiveness within the organization. W3. The candidate possesses relevant knowledge and practical experience in the field of pay transparency, Compensation & Benefits, job evaluation, and remuneration issues. The assessment will focus on the substantive depth and the application of this knowledge to concrete issues. W4. The candidate can clearly, convincingly, and target-group-specifically communicate complex research results, HR issues, and change-related topics to diverse stakeholders. This concerns the quality of communication and advice, not the number of years of experience in stakeholder management. Additional Information When you offer a professional to us as a supplier and they are placed, we will need information from you as the contracting party, including regarding the Chain and Principal Liability Act (Wet keten- en inlenersaansprakelijkheid). The 'WKA' aims to prevent abuse in the remittance of payroll taxes at all levels in the chain; from supplier to client. We cover these risks for our clients through a blocked account, the G-reception. This is an account to which a portion of the invoice amount is deposited, from which you can pay payroll taxes and VAT to the Tax Authorities. The percentage to be deposited depends on whether you have SNA certification (NEN-4400-1 or NEN-4400-2) or not, and whether your company is located in the Netherlands or abroad.

Project details

• Start: 2026-11-08T23:00:00
• Location: Den Haag Zuid-Holland, NL
• Languages: Dutch