Domain Lead – Transformation & Cybersecurity Strategy Adoption

How do you help make a difference?

The primary objective of this role is to drive real, lasting change across SNCB/NMBS by embedding cybersecurity into the organization’s culture, processes, and ways of working. This person will not merely advise; they will co-own the preparation and implementation of security policies, working hand-in-hand with HR Industrial Relations, HR Talent, Senior Leadership, and Management Teams to make change happen. They will lead the change management track across all cybersecurity projects, ensuring adoption is structured, measurable, and sustained.

What is your role at SNCB?

As a Domain Lead – Transformation & Cybersecurity Strategy Adoption you will take on the following responsibilities

• Prepare, co-author and implement cybersecurity policies in close collaboration with CISO GRC Team, Operational departments, HR Industrial Relations and HR Talent, ensuring policies are legally sound, people-centred and operationally enforceable.
• Own and drive the change management track across all cybersecurity projects from awareness and communication campaigns to training roll-outs, resistance management, and adoption monitoring
• Translate cybersecurity strategy into concrete, role-specific guidance that business units and project teams can actually act upon, reducing friction and building organisational security capability
• Track adoption, maturity progress and strategic KPIs across all cybersecurity projects, reporting transparently to Executive Leadership and adapting the change approach based on evidence
• Ensure transformation programmes align with risk appetite, governance frameworks, and industrial relations requirements, coordinating with HR on any policy changes that affect employment conditions or collective agreements

To succeed in this role, the candidate must demonstrate the ability to

• Rewrite, operationalize and actively implement cybersecurity policies — negotiating content and timing with HR Industrial Relations, securing endorsement from HR Talent for workforce capability impacts, and driving sign-off through Executive Leadership
• Lead structured stakeholder engagement with Management Teams, HR Industrial Relations and HR Talent with a focus on building coalitions for change, handling resistance, and keeping senior sponsors actively engaged in every cybersecurity project
• Translate complex cybersecurity requirements into practical, role-specific guidance that employees and managers can apply in their daily work, reducing friction between security and operations
• Manage the change management workstream within each cybersecurity project as a structured discipline: stakeholder analysis, impact assessment, readiness tracking, communication planning, and benefits realisation