HR Process Re-Engineering Specialist - HRIS Implementation
THE ROLE
A financial services business are looking to appoint an HRIS Implementation Lead to drive the business implementation and adoption of a large-scale HR technology transformation, consolidating a fragmented systems landscape onto a single platform across HR, Payroll, Recruitment, Reward and Learning.
This is a business transformation programme, not an IT deployment. The Project Manager retains governance, planning and controls. This role owns process design, configuration decisions, readiness and adoption, reporting to the Head of HR Operations & Transformation.
FOCUS
- Process redesign, simplification and standardisation
- Configuration decisions and solution design
- Change, communications and training
- Business readiness, embedded throughout rather than at go-live
- Embedding sustainable ways of working post go-live
CONTEXT
The current operating model is high-touch and manual. The new platform introduces automation, self-service and workflow, requiring significant behavioural change across HR teams, managers and employees. The programme follows an adopt-not-adapt principle: processes are standardised to the system, not replicated in it.
A permanent team of HR functional leads is allocated full time. The Implementation Lead coaches them to own design, configuration, testing, training and readiness.
REQUIRED EXPERIENCE
- Complex HRIS/HCM implementations delivered through to go-live
- Multi-module experience across HR, Payroll, Talent, Learning, Recruitment, Benefits or Reward
- Organisational change and adoption programmes, weighted equally with implementation experience
- Strong understanding of HR and Payroll operations, including statutory requirements
- Process redesign and optimisation
- Train-the-trainer models, where internal teams retain ownership
SKILLS
- Coaching and capability building within business teams
- Senior stakeholder management and constructive challenge
- Willingness to challenge existing practice and push for automation and simplification
- Alignment of business, technical and supplier teams
THE OPPORTUNITY
Ownership of business implementation across a multi-workstream transformation, direct exposure to senior stakeholders, and lasting influence over the HR operating model that follows go-live.
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