HR Transformation Lead (fixed-term)

The HR Transformation Lead will work at the intersection of people, process and technology, to lead the discovery, design, testing, implementation, and embedding of a new HR and Payroll system, ensuring that the transition delivers long-term value with minimal disruption to the school.

Key Responsibilities

• Discovery & Analysis
  • Conduct a thorough review of existing employment contracts, HR policies, processes, and practices across the corporation, identifying areas for improvement and standardisation.
  • Map and review all employee types, roles, and associated terms and conditions, highlighting inconsistencies and gaps that need addressing prior to or during system configuration.
  • Identify key decision points requiring senior leadership input and produce clear assessment reports with actionable recommendations to inform such decisions.
  • Benchmark current HR practices against sector best practice to ensure the transformation programme drives impactful change.
• System & Workflow Development
  • Collaborate closely with the project manager and business analyst on the design of efficient, user-centred HR workflows, applying a minimal disruption, maximum value principle throughout.
  • Contribute HR expertise to system configuration decisions, ensuring workflows accurately reflect both current and future needs of the school.
  • Consult with HR and Payroll teams at each stage of development, escalating key decisions and risks to the director of people in a timely and structured manner.
  • Ensure data integrity, compliance, and appropriate access controls are considered and embedded within system and workflow design.
• Testing & Quality Assurance
  • Contribute to the testing of each workflow and system functionality.
  • Work closely with the HR team to validate that every process works as intended before go-live.
  • Work with the project manager/business analyst in documenting testing outcomes, manage issue resolution, and ensure sign-off processes are robust and clearly defined.
  • Support the HR team in building confidence and familiarity with the new system ahead of full deployment.
• Stakeholder Engagement & Change Management
  • Develop and deliver engaging content and presentations that facilitate informed decision-making at all levels within the corporation.
  • Proactively seek input and feedback from stakeholders throughout the project lifecycle, ensuring that input from those most affected by process changes is considered.
  • Act as an ambassador for the transformation programme, effectively communicating the rationale for change and building user buy-in.
  • Produce a suite of change management and communication materials including demos, presentations, user guides, FAQs, and instructional resources to support colleagues in adopting and embedding the new system.
  • Design and deliver training sessions tailored to different user groups, ensuring all staff feel confident and supported in using the new system from day one.
  • Support the embedding of change post go-live, monitoring adoption, gathering feedback, and addressing issues as they arise to ensure the system delivers its intended value over the long term.
• Governance & Compliance
  • Ensure all HR processes and system configurations are compliant with relevant employment legislation and the school’s policies and obligations.
  • Maintain clear project documentation throughout, supporting audit readiness and providing a reliable record of decisions made during the transformation process.
  • Work with the director of people to establish clear ownership of processes and systems post-implementation, supporting a smooth transition from project to business as usual.

Person Specification

• An experienced HR professional with a strong track record of working on HR systems implementations or transformation projects.
• Strong generalist HR knowledge with the ability to think analytically, manage complexity, and engage stakeholders at all levels.
• Experience with HR information systems, process design, and change management methodologies is essential.
• Strong communication and influencing skills and the ability to work collaboratively across teams while maintaining momentum and focus on delivery.

Closing date: Friday 22nd May 2026 at 9am. Early applications are encouraged; interviews may be staged and we may choose to appoint at any time during the application process. This post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. King’s is fully committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment. Applicants will be required to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service. King’s College School is fully committed to the principles of equality, diversity and inclusivity in its recruitment of teaching and support staff.