Our client, a well-recognized retail company with operations across Europe is looking for a HRS Transformation Program Manager.
This can be on Payroll via TheHRChapter or Freelance.
Expected start date: August 2025
Expected end date: July 2026 (with option to extend it).
About your functions and responsibilities
Our client is a retail company which is growing fast. High volumes of transactions come into HR Services daily. With the increasing complexity of growth, new countries and high volumes.
HR Services requires an end-to-end transformation to continue to support the business effectively.
The HR Services Transformation Lead is responsible for driving this transformation. This role requires a strategic thinker with a strong background in HR processes, with proven execution capability around the goals of:
- Efficiency: Optimisation of HR processes and enabling technology reduces manual work and increases productivity
- Enhanced Employee Experience: Focus on a smooth employee experience to provide employees with easier access to information and services
- Data-Driven Decisions: Analytics enable more informed decision-making
This Lead will drive and orchestrate the transformation of HR Services—modernising processes, digitising the service portfolio, and embedding a global operating model—so that the function becomes data-driven, employee-centric, and cost-efficient. The role owns the roadmap from design through full adoption and then partners long-term with the IT (technology enablement) and the HR Services (operational excellence) to ensure benefits are realised and continuously improved.
Key accountabilities and areas of responsibility
1. Program Leadership
- Own the integrated HR digital transformation plan, including scope, budget, risk management, and benefits.
- Define, design, and implement a multi-year HR Digital Strategy Roadmap aligned with organisational goals.
- Translate theoretical approaches, past experiences, and business needs into practical plans and ensure successful end-to-end delivery.
2. Technology Enablement
- Implement and manage HR technologies such as AI-powered tools, HR & Payroll systems, and digital platforms.
- Collaborate with cross-functional teams to identify and prioritise digital transformation opportunities.
- Provide thought leadership on digital trends, best practices, and emerging technologies.
- Enhance the employee experience through digital solutions like self-service portals, chatbots, and onboarding applications.
3. Process Re-engineering
- Lead the global design authority and apply methodologies such as Lean, design thinking, and journey mapping.
- Identify and streamline HR Services (HRS) processes to improve efficiency and reduce manual tasks.
- Redesign the HRS operating model to be more agile, efficient, and aligned with strategic goals.
4. Organizational Design & Change Management
- Transform the organizational design to support new HRS processes and technologies, ensuring optimal structure and resource allocation.
- Lead change management initiatives to ensure smooth adoption of new technologies and processes.
- Craft compelling narratives, training programs, and stakeholder engagement strategies to embed new mindsets and behaviours across all regions.
- Work with stakeholders to build understanding and ensure readiness to lead and embed change.
5. Governance & Reporting
- Chair the Program Steering Committee (SteerCo) and provide transparent KPI dashboards to the HR Director, IT Director, and Executive Board.
- Oversee all deliverables including change plans, leadership alignment, communications, training, and value realization.
- Ensure all digital HR processes comply with relevant regulations and standards.
6. Stakeholder Engagement & Capability Building
- Conduct workshops, focus groups, and presentations with key stakeholders and decision-makers.
- Build and maintain strong client relationships, serving as a trusted advisor.
- Manage and mentor a team of change and project members to drive professional and technical growth.
- Develop and maintain relationships with key internal and external stakeholders.
7. Data-Driven Decision Making
- Utilize data analytics to generate insights and inform HR decisions.
- Leverage established methodologies and tools to support implementation, execution, and adoption of the transformation plan.
Key Interfaces
- Executives – Regular reporting and stakeholder management of the program sponsors.
- Head of HR Services – Alignment on service catalogue, operating model, and day-to-day performance metrics post-go-live.
- Head of HR IT – Joint ownership of solution architecture, data model, cybersecurity, and release governance.
Other Key Stakeholders – Close collaboration with Finance, IT Security, HR Managers, Process and Portfolio Management, Works Councils, and External Integrators.
Our Core values at TheHRchapter
️ Transparency: We believe in transparent and smooth recruitment processes. You will get feedback from us.
️ Candidate experience: Perfect blend between automated and humanized recruitment processes. Don't hesitate to ask us for feedback, anytime.
️ Talented pool: We bring highly-skilled motivated candidates to our clients. Our candidates match their company values and management style.
️ Diversity and inclusion: There is no place for discrimination and intolerance. We care about diversity awareness and respect for any differences.
