Two directors

About VanHier

VanHier Haarlem is a consortium comprising Stichting Haarlem Effect, Stichting Dock Haarlem, Zorgbalans, Stichting Ontmoeting, PerMens, and the Salvation Army, and in that capacity has been awarded the “Gewoon in de wijk” contract by the municipality of Haarlem. The contract involves providing support to residents through the social services network, neighborhood teams, and outreach services, and covers a period of 8.5 years, beginning January 1, 2023, with an annual revenue of approximately 32 million euros. The municipality of Haarlem is one of the few in the Netherlands where this entire chain is entrusted to a single cooperative, thereby setting a high bar for renewal and innovation in its social sector.

The six participants in VanHier have agreed in two cooperation agreements that the first five parties will establish a cooperative association to carry out the contract, with the Salvation Army as a statutory member. In addition, subcontractors will be contracted to carry out parts of the contract. Furthermore, the municipality has determined that VanHier will take over two work companies under the name “Waardevol werk” before the contract’s start date.

The assignment

The“Gewoon in de Wijk” project is extensive and challenging due to its comprehensive and innovative nature. The City of Haarlem is moving from working with a large number of providers to a single partner, which will be responsible for carrying out the project. In doing so, the city has entrusted an external party with the management of the implementation of (a significant portion of) the Social Support Act (WMO), both financially and in terms of operational content. The challenge lies in a number of factors, such as:

• Ensure a comprehensive approach across the various components of services provided under the WMO. In doing so, ensure that these services are freely accessible. Key principles in this regard include an emphasis on prevention, building relationships with the neighborhood and addressing its specific issues, shifting from specialized care to community-based care, and the connection between well-being and care; Utilizing and further developing networks, both within the community and with specialized partners and other relevant stakeholders in the lives of Haarlem residents;
• The breadth of our services, ranging from social interaction to sheltered employment and specialized care;
• The transfer of staff from the unsuccessful bidders, the municipality, and two municipal operating companies;
• The need for budget management within the project;
• Establishing a learning organization that places a high priority on quality, professionalism, and collaboration with experts by experience and volunteers.

In short, carrying out work in the neighborhood and at the grassroots level while simultaneously establishing a new organization and developing policy. For VanHier, the challenge is to transform the combination of five parties and one affiliated party into a powerful unified organization—one that is both innovative and professionally structured—where employees feel a sense of connection to VanHier. This will enable us to collectively fulfill our mission for our residents in Haarlem.

Governance and the Organization

As a cooperative, VanHier has a General Members’ Meeting (GMM), in which all members of the cooperative are represented. The GMM appoints the board, which consists of two statutory directors who jointly and collegially provide leadership for the social challenges and the organization. To realize the ambitions of “Gewoon in de Wijk,” an area-focused approach has been chosen. VanHier focuses on both implementation and development. A preliminary outline of a work structure has been drawn up, centered around a Development Organization, an Implementation Organization, and a Support Staff.

The board provides collegial guidance to the MT members, with portfolios assigned based on knowledge, experience, and background. The new board will have the flexibility to further develop the structure as it sees fit. For the time being, we are proceeding with the following structure:

• Management of the Development Organization
• Management of the Implementing Organization;
• Management of the Support Staff and Operations.

Depending on each other’s strengths and how well they complement one another, the following portfolios can also be divided among them:

1. Client management and relationship management with subcontractors and partners;
2. Relationship management with the municipality;
3. Internal and external communication and representation, including serving as a public face;
4. Program control;
5. Vision for change and leadership of the transition team and the transition initiative;
6. The Role of the Employer (and the Relationship with Employee Representation).

When selecting candidates, at least one of the candidates must meet the various quality requirements associated with managing these portfolios.

Who are we looking for?

We are looking for two candidates who, together, bring the following qualities to the board:

1. A strong connection to the city and the residents of Haarlem. Preferably, you already have a relevant network within Haarlem. The ability to forge new connections and to serve as the face (figurehead) of VanHier with flair, humor, and enthusiasm;
2. Experience at the executive (senior management) level;
3. A perspective on developments in the social sector in general and in the welfare and healthcare sector in particular;
4. Demonstrable experience in initiating the shift from more specialized outpatient support to coordination and support within the neighborhood team, utilizing community-based resources. Demonstrable experience in organizing the necessary network collaboration and in structuring the organization, processes, and IT systems to support this.;
5. Broad business knowledge and experience;
6. Experience with organizational transformation and merger and integration processes;
7. The ability to develop a new, widely embraced organizational culture based on the core values of “A Heart for Haarlem’s Residents”; “Everyone Has Value”; “Integrity, Openness, and Transparency”; “Room for Diversity”; “Trust”; ‘Professional and entrepreneurial’; ‘Connecting (seeking collaboration, bridging differences)’ and ‘Innovative/learning’; Candidates identify with these concepts and know how to champion them as a figurehead and embed them within the organization;
8. Experience in a political and administrative environment and a strong understanding of local government (specifically at the municipal level);
9. Experience with self-management and leading professionals;
10. The ability to communicate effectively in order to engage, connect, inspire, and motivate people at all levels of the organization and within the network;
11. Be able to foster collaboration and, preferably, have experience with a collegial management model;
12. A vision of modern employment practices, in which VanHier is an attractive employer capable of recruiting and retaining employees;
13. Experience serving as a director under the WOR.

Our request to you

We have provided an overview of the stage of development VanHier is currently in, as well as the ambitious and challenging tasks we face. We have also outlined what we believe our new board members should bring to the table. But what we’re really curious about is your own perspective on this.

That is why we ask that you also address the following question in your cover letter: “In your opinion, what changes and transitions should be made within the social sector, and how do you, as a director, plan to provide direction and guidance on this, together with your fellow director?”

What we offer

VanHier is a new organization with an innovative concept. As a board member of VanHier, you will have the opportunity to build an organization from the ground up and to shape the nationwide transformation in the social sector in a concrete and innovative way.

We anticipate that the first two years will require additional administrative effort. That is why we are starting with two directors, both appointed for a two-year term. During the second year, we will assess the level of administrative commitment required for the subsequent period. The terms of employment are commensurate with the scope of the tasks.

Procedure

VanHier’s General Meeting of Members is being assisted in this process by the executive search firm Colourful People. For more information about VanHier, the position, and the process, please contact Rick Verhoeven, a partner at Colourful People (06 267 067 57). You can express your interest by submitting your cover letter and resume (in PDF format) via the Colourful People website. Rest assured that your information will be treated confidentially.

The position will be advertised internally and externally at the same time. If an internal candidate is qualified, we will give them preference—also in the interest of continuity.

Schedule

The application deadline for this position is December 11, 2022. Interviews with the selection and advisory committee are scheduled for the second week of 2023. The goal is to complete the process in January 2023.

The process also places particular emphasis on the rapport between the two prospective candidates. The specifics of how this will be handled will be discussed with the candidates during the process.