People and Culture Business Partner - Org Design & Scale; Dutch speaking

About the role

Wellis is a fast-growing healthtech scale-up. As we grow, our team structures, role clarity, and operating model need deliberate design — not default sprawl. We're hiring a People & Culture Business Partner to own that: you'll design how the org is structured as we scale, and build the frameworks that let managers run good teams without a big People function behind them.

You'll be one of a small number of People people at Wellis. That means real ownership from day one - you're not implementing someone else's org design playbook, you're building it. It also means you won't have a large team around you; if you want structure and scale already built for you, this isn't that role.

You'll report to Veronica and work directly with team leads and founders on structure, headcount, and operating model decisions.

What you'll own

• Organization design end-to-end: partner with team leads and leadership on team structure, role clarity, reporting lines, and operating model as we scale - not as a one-off project, but as an ongoing discipline.

• Headcount planning: translate growth plans into concrete org structure and hiring sequencing, and hold the line when a request doesn't hold up.

• Practical people frameworks: build manager responsibilities, role expectations, performance management, and onboarding - designed to be used, not filed away.

• Project leadership: drive performance process rollouts, onboarding improvements, and manager enablement from idea to adoption.

• Manager sparring partner: give team leads a straight, informed second opinion on team health, feedback, and development calls.

• Data-informed decisions: use people data (Personio and beyond) to spot patterns and turn them into playbooks and templates managers actually reach for.

Who you are

• A track record of having actually led an org design in a similar environment (this is a must) - not just supported one. Be ready to talk through a real example: what the structure looked like before, what you changed, why, and what happened after.

• 5+ years in HRBP, People Partner, or org development roles, ideally including at least one scale-up or high-growth environment where you built process rather than ran an existing one.

• Comfort with ambiguity: you'll get a leadership problem, not a spec. You're expected to shape the solution, not wait for a brief.

• A structured, analytical approach - you can move from a messy people-data problem to a clear recommendation.

• The confidence to push back on managers and leadership when the pragmatic answer and the popular answer aren't the same thing.

• Working proficiency with HR systems and data tools (we use Personio).

• Fluent English and Dutch

What we offer

• Salary range of €5,000 – €6,300 gross per month, depending on experience + 8% holiday allowance.

• Pension plan.

• Learning budget.

• Monthly personal budget via Alleo.

• Hybrid working: partly from our Rotterdam office, around 2 days per week.

• 20 remote-working days per year.

• Working from home allowance.

• 25 holidays.

• A high-impact People role in a fast-growing healthtech company.

• Close partnership with the People & Culture Lead, leadership team, and team leads.

• A culture of short lines, speed, ownership, and continuous improvement, where pragmatism and impact matter.

• The opportunity to help build the structures, processes, and manager capabilities that support Wellis’ next stage of growth.

Hiring process

We want the application process at Wellis to be fast, transparent, and personal.

1. Introductory chat with People & Culture — short conversation about your background, motivation, and practical questions.

2. Interview with Veronica — deeper discussion about the role, People & Culture priorities, team, and your relevant experience.

3. Case focused on organisation structure / people project approach — practical conversation about how you structure ambiguous people topics and turn them into action.

4. Final conversation with key stakeholders — mutual fit, collaboration, and final questions with the people you will work with most.