Transition to regional management of Mbo and (re)organization and strengthening of the Support Services

- Developing a job structure and job profiles (municipal organization)- Facilitating the integration between a secondary school and an educational organization - Quartermaster and interim team leader (educational organization)- Facilitating a change process towards a future proof organization of student support services (university)- Consultant and coach for an educational innovation program (university of applied sciences) - Program manager redesign HR-processes and implementation ERP-software (health care organization)- Project manager development and organization of a new dual Bachelor program for nurse practitioners (health care organization)- Facilitating a development program for an international team of HR-professionals (logistics organization)• Facilitating a development program for account managers (accountant)• Team coaching and facilitating strategy sessions (education association)

- Lecturer 'Change Management' and Assessor for the Master Learning and Innovation (MLI)- Lecturer 'Strategic Talent Management' for the Master Leadership in Education (MLE)- Assessor for the Windesheim Corporate Academy- Lecturer ‘Making Change Happen’ for the Master of Leadership in Transition (MLT)- Lecturer ‘Change Management’ for the post-Bachelor Business Administration program• Supervisor for the HRM Bachelor program

Coach for the Personal & Career Development Program at the international MScBA and Executive MBA

Trainer at the International Center of Excellence (ICE)

Lecturer for the course Business Administration

- Lecturer ‘Talent management & change management’ for the leadership development program- Member of the Examination Board ATTC

Lecturer ‘Leading organization development’ for the Master of Educational Leadership (MEL)

- Reorganizing a centrally organized Office Management department (desired positioning, structure, organization, work content, support by and formative scope of Office Management, including team leader profile) in consultation with employees, board, HR, Works Council and other stakeholders within Portaal. - Describing the organizational and individual consequences of the new Office Management organization- Recruiting and selecting a new team leader Office Management- Realization of the new Office Management organizations and transfer to the new team leader- Result: reorganized department in accordance with agreements and preconditions and placement of employees in existing, adapted and new positions, whereby service delivery remained at level during the entire change period

- Reorganizing various offices into a central Education Service Center (including Relationship Management, Student Support, Examinations, Internationalization, Education Logistics, Planning & Scheduling and Internships). Involving board, managers, Works Council, HR, employees and teachers in developing the desired design and change approach for its realization- Initiating and coordinating the implementation of the change approach- Leading the Education Service Center and further optimizing its service- Result: a redesigned service center, in accordance with agreements and preconditions, including design and implementation of new and adapted functions, realization of new and optimized work processes and realization of a new cooperation structure within the service center and with other Cibap services, whereby the service delivery remained at level during the entire change period and employees were involved in all steps in the change process

Project manager for the Van Hall Larenstein part of INVEST, a European alliance of 5 universities. https://www.invest-alliance.eu/

Lecturer and trainer for the MBA courses Strategic Management & Business Ethics and Change Management

FierAnderen represents bundled knowledge and experience in the areas of Business, Bricks, Bytes and Behavior. The 4 B's as parameters for organisation happiness. The present times offer organisational challenges that make smart solutions possible. Opportunities to make the difference are closer than ever. This requires a strategy with an integral approach, performed by professionals who know what they are doing.

- Facilitating organizations with the development and implementation of strategic workforce planning- Facilitating teams within healthcare organizations in their transition to a new national health care system

Lecturer in Organization Development and Strategic HR related topics for several courses.

Responsible for the development, implementation and execution of a vision and strategy concerning learning & development, MD, corporate recruitment and employability. Contributing to the development of VGZ as a learning organization with a strong identity and a positive employer brand.- Building and managing the People Development department- Developing a vision and strategy for talent- and organization development- Implementing a new recruitment process- Designing and implementing an MD-program

Responsible for the development and implementation of a new HR-strategy. This required a clear role division between line management and HRM department, professionalization of HRM as a business partner and effective support by systems and tools. Resulting in an increasing employee satisfaction and a decreasing absenteeism rate.- Management van de afdeling HRM (beleid, advies en beheer)- Sparringpartner and counselor of board and directors - Preparing and coordinating HR-activities for the Due Diligence and take-over of an adjoining organization- Executing, analysing and following up on an employee survey- Developing and implementing an effective absenteeism- and re-integration approach

- Developing and operationalizing HR-strategy- Redesigning and professionalizing HRM department- Developing and implementing competency- and performance management- Designing and implementing a Corporate Academy and MD program- Evaluating the execution and effectiveness of the national Dutch police education - Facilitating training for management- and consulting skills• Performing qualitative and quantitative benchmark of staff services• Facilitating team development in management- and project teams• Developing scenario’s for outsourcing staff services• Coordinating social Due Diligence for a merger process

- Redesigning organization processes and -structure- Executing a culture assessment for a merger process- Developing and implementing a communication strategy- Trainer at the Andersen Worldwide Center for Professional Education (USA)

- Junior concern controller - Project manager