Team Lead HR (HR Manager)

As Team Lead HR you lead and scale our HR function through the most important growth phase in the company’s history. Delft Circuits has grown to nearly 60 people and we are aiming to double in size during 2027 and keep growing. You own HR end-to-end: from workforce planning, recruitment and onboarding, through reward, development and absence management, to the policies and HR information that keep a fast-growing organization healthy.

You build on a foundation that is already in place. A job architecture, promotion policy and compensation structure under the CAO Metalektro were rolled out this year — your job is to build the operation on top of it, not to start from scratch. You lead a growing HR team: an HR generalist, and an in-house recruiter we are currently recruiting. You report to our CFO.

• Shape HR policy together with the MT: workforce planning for our growth, terms of employment, job architecture and grading, and employee participation — you advise the MT and prepare decisions with the CFO as policy owner
• Lead the HR team and the full HR operation: onboarding to offboarding, employment contracts, personnel files and HR administration
• Own recruitment: vacancies, sourcing channels, candidate experience and the collaboration with hiring managers — attracting scarce technical talent is what makes or breaks our growth plan
• Run the reward cycle: promotion and performance reviews along fixed cycles, and payroll coordination with our external partner, including CAO Metalektro application (salary structure, step matrix, holiday allowance)
• Support an international workforce: highly skilled migrant procedures, the 30% ruling and expat onboarding
• Own absence and reintegration cases in line with the Wet verbetering poortwachter, together with our occupational health service
• Build the works council relationship from the ground up — our OR is being established now, and you are HR’s first point of contact
• Deliver HR management information to the MT (absence, turnover, headcount and other KPIs) and own the HR budget for recruitment, training and personnel provisions
• Manage contracts with external HR partners: occupational health service, payroll partner, staffing agencies and related providers
• Build our internal academy and development offering: you take the lead in setting up structured training and development along the job architecture — technical onboarding, skills development, leadership development for our growing group of team leads — and make it a recognizable part of working here. Execution can be shared with your team; the direction is yours
• Further develop HR policies, the employee handbook and the tooling to match our growth

You report to the CFO and work closely with the MT. You decide on personnel matters and terms of employment within your own team and within the agreed policy framework.

• At least 10 years of broad HR experience, with demonstrable experience in a technical, manufacturing and/ or scale-up environment
• Proven experience leading an HR function or team — this is not a first leadership role
• Solid knowledge of Dutch employment law and hands-on experience across the full HR cycle
• Experience with an international workforce: highly skilled migrants, the 30% ruling, expat onboarding
• Recruitment experience for technical profiles, or the ambition and organizational skill to master this quickly
• Affinity with learning & development — you have built training or development programmes before, or you are keen to make this your signature contribution
• Strong organizational skills: you keep operational quality high while the organization changes around you
• Fluent in Dutch and English — our workplace is international, our legal and CAO context is Dutch

• Experience with the CAO Metalektro or a comparable collective labour agreement
• Experience working with a works council, especially one that is newly established
• Experience building or implementing a job architecture, grading or reward structure
• Experience scaling an HR function through rapid headcount growth (50 → 150+)
• Experience setting up a corporate academy, training curriculum or leadership development programme
• Experience selecting or implementing HR tooling (HRIS, ATS)

This role combines operational ownership with real influence: you shape how HR scales while the company doubles, with a structured foundation to build on and direct access to the MT. It also comes with a build project of your own — our internal academy, from first training programme to a development path that grows with the job architecture.

You will work from our headquarters in Delft in a multidisciplinary, international environment, with:

• A 12-month contract with the intention to extend to a permanent contract
• A full-time position (36 hours per week)
• A competitive salary based on experience, € 77.760 – € 90.720 per year, including 8% annual holiday allowance (paid in May)
• CAO Metalektro applies
• PME pension scheme
• Travel reimbursement
• 30 vacation days per year
• Various training opportunities, including an entitlement to two training days per year

Interested in shaping the HR function of a deep-tech company at the moment it doubles in size?

Apply now and tell us in a brief cover letter why you want to work at Delft Circuits and outline your relevant experience. Click on the Apply button or mail to [email protected]. We will get back to you within two weeks.

 Delft Circuits is an equal opportunity employer. We are committed to creating an inclusive environment for all employees.

Acquisition in response to this vacancy is not appreciated.

Delft Circuits develops and manufactures advanced cryogenic I/O solutions that enable the next generation of quantum computing systems. Our technology helps leading companies and research institutes around the world build scalable and reliable quantum computers. Working at Delft Circuits means contributing to cutting-edge technology while collaborating with an ambitious and multidisciplinary team, with thirteen nationalities and counting.

You are independent, precise and pragmatic — equally comfortable with a reintegration file as with a town hall. You know that in a growing company HR is both craft and judgement: the administration has to be right, and at the same time you are the person managers and employees come to when something matters.

You take ownership and make things happen. The HR function still developing, you see the opportunity to shape its processes, team and role for the next stage of the company.