At a Glance
- Tasks: Lead and improve People processes for a better colleague experience.
- Company: Dynamic company focused on people and innovative solutions.
- Benefits: Competitive salary, bonus, car allowance, and generous leave options.
- Other info: Flexible working arrangements available to support work/life balance.
- Why this job: Make a real impact on how people experience work and drive positive change.
- Qualifications: Strong HR Operations experience and problem-solving skills required.
The predicted salary is between 60750 - 74250 £ per year.
Are you passionate about making People processes simpler, smarter and more effective? We’re looking for a Senior People Operations Manager to play a key role in shaping how our People & Culture services operate. You’ll use your HR Operations expertise to connect the dots across people, processes, systems and data, identifying where things could work better and turning those opportunities into practical, sustainable improvements. Working closely with colleagues and subject matter experts across People & Culture, you’ll support everything from process improvement and service changes to the implementation of new People systems. This is a senior individual contributor role with no direct people management responsibility. You’ll make an impact through your specialist knowledge, credibility, influence and hands-on approach, helping us create simpler, more consistent experiences for colleagues and managers. This role offers hybrid working, with three days per week in our Newcastle office on Tuesday, Wednesday and Thursday.
What you'll be doing:
- Lead the design and continuous improvement of end-to-end People & Culture processes, identifying opportunities to simplify, standardise and improve the colleague and manager experience.
- Translate People policies, regulatory requirements and business needs into clear, practical processes, guidance, controls and operational documentation.
- Provide HR Operations expertise for People system implementations and changes, supporting requirements gathering, solution design, testing, data readiness, go-live and transition into business as usual.
- Maintain strong process governance and controls, including process ownership, documentation, approvals, audit requirements, data protection and compliance.
- Use operational data, feedback and root-cause analysis to identify service improvements, including opportunities for automation, self-service and the responsible use of AI.
- Build strong relationships across People & Culture and the wider business, facilitating workshops, coordinating specialist input and driving agreed improvements through to successful implementation.
What you’ll bring:
- Strong experience within HR Operations, People Services, HR Shared Services or a comparable complex service environment.
- A thorough understanding of end-to-end employee lifecycle processes and the connections between policy, operations, systems, data, controls and colleague experience.
- Proven experience of reviewing, mapping and improving complex People processes, turning policy and business requirements into practical ways of working.
- Experience supporting HR technology implementations or system changes, including requirements gathering, testing, operational readiness and transition into business as usual.
- Strong continuous improvement and problem-solving skills, with experience using data, root-cause analysis and process controls to improve services.
- Confident stakeholder management and influencing skills, with the ability to challenge existing ways of working, coordinate across teams and deliver without formal authority.
It would be great if you had:
- A CIPD Level 5 qualification or above, or equivalent relevant experience.
- Experience working within an Ulrich-style HR operating model or HR Shared Services environment.
- Experience implementing or improving HRIS, payroll, case-management, workflow, recruitment, learning or employee-experience platforms.
- Experience supporting system integrations, data migration, parallel running or service transition.
- Knowledge of service-management disciplines, including incident, problem, change and service-level management.
- Experience using process-mapping, automation, reporting or AI-enabled tools.
If you’re interested in this role but not sure if your skills and experience are exactly what we’re looking for, please do apply, we’d love to hear from you!
Employment Type: Full-time, Permanent.
Location: Newcastle – hybrid working, with office attendance required Tuesday, Wednesday and Thursday.
Security Clearance Level: SC.
Internal Recruiter: Amy.
Salary: Competitive.
Benefits: Up to 10% bonus, £6,600 car allowance, 25 days’ annual leave with the option to buy additional days, private medical, life assurance, pension and a generous flexible benefits fund.
Although this role is advertised as full-time, we believe that flexibility at work can promote work/life balance, increase your motivation, reduce stress and improve performance and productivity. We support different ways of working and can offer a range of flexible working arrangements. So, if you’re interested and need to work flexibly, we encourage you to apply and talk to us about what might be possible.
Our business is, first and foremost, about people. And it always has been. The solutions we develop are driven by the connections they make and the problems they solve. Our services only matter if they work for people and if they serve a greater purpose. Known for our collaborative approach, we provide consulting and digital services, creating innovative solutions, at scale, to deliver sustainable growth and services that make life better.
Together we are building a better future by delivering real and lasting value. We are just at the start of what we can achieve together. Come and join us!
Senior HR Operations Manager employer: Sopra Steria
Join a forward-thinking team at the forefront of Aerospace and Defence, where your expertise in Microsoft Sentinel and KQL will directly contribute to enhancing security measures. We pride ourselves on fostering a collaborative work culture that prioritises employee growth through continuous learning opportunities and innovative projects. Located in a dynamic environment, we offer competitive benefits and a commitment to making a meaningful impact in the industry.
StudySmarter Expert Advice🤫
We think this is how you could land Senior HR Operations Manager
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Sopra Steria!
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If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at Sopra Steria.
We think you need these skills to ace Senior HR Operations Manager
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Sopra Steria. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Sopra Steria and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Sopra Steria. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Sopra Steria's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Sopra Steria
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Sopra Steria.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Sopra Steria will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Sopra Steria and how you would contribute to adapting HR strategies.
