Senior HRIS / HR Technology Transformation

We are seeking an experienced Senior Manager HRIS / HR Technology professional to play a key role in our Workday implementation and broader HR transformation agenda.

This role will be responsible for bridging HR business requirements, process transformation and technology, working closely with HR Leadership, HR Operations, CIO Office, Payroll, business stakeholders and the Workday implementation partner.

The role goes beyond implementing a new HR system. The successful candidate will help the organisation rethink and redesign existing HR processes, challenge legacy practices and manual workarounds and establish simpler, more integrated and sustainable ways of working enabled by Workday.

We are looking for someone who can operate comfortably between strategy and execution—someone who understands HR processes deeply, can translate business needs into technology solutions, and is confident challenging stakeholders to achieve better outcomes.

Job Description

1. Lead HR Technology & Workday Transformation

- Play a key role in the implementation of Workday, supporting the organisation's transition to a modern, integrated HR technology platform.
- Partner with HR leadership and project stakeholders to establish the future-state HR technology and process landscape.
- Translate HR strategy and operational requirements into practical Workday solutions.
- Ensure Workday implementation decisions are aligned with the organisation's longer-term HR operating model and technology roadmap.
- Challenge proposed solutions where they create unnecessary complexity, manual intervention or unsustainable processes.
- Promote the use of standard Workday capabilities and scalable solutions, with customisation or workarounds adopted only where there is a clear business justification.
- Identify opportunities to leverage technology, automation and data to improve HR service delivery and employee experience.

1. Drive HR Process Transformation

- Lead or facilitate reviews of existing HR processes to identify opportunities for simplification, standardisation, automation and improved controls.
- Challenge legacy processes, manual workarounds and "the way things have always been done".
- Map current-state and future-state processes and identify gaps, inefficiencies, duplication and unnecessary hand-offs.
- Work with HR process owners to redesign processes before translating them into Workday.
- Ensure processes are designed around clear ownership, accountability, controls and service outcomes.
- Identify opportunities to streamline interactions between HR Business Partners, HR Operations, Payroll, Talent Acquisition, Talent Mgnt, Performance & Compensation, HR Technology and other stakeholders.
- Establish sustainable processes that reduce dependency on individual knowledge and manual intervention.

1. Business Requirements & Solution Design

- Lead requirements gathering and discovery sessions with HR stakeholders and process owners.
- Translate business requirements into clear functional requirements and system specifications.
- Evaluate Workday functionality and alternative solutions against business needs.
- Facilitate discussions where stakeholders have different requirements or priorities and drive alignment towards a sustainable solution.
- Ensure system solutions address the underlying business problem rather than simply digitising existing processes.
- Maintain clear documentation of requirements, design decisions, business rules and process flows.
- Ensure appropriate governance and approval of key design decisions.

1. Workday Implementation Delivery

- Work closely with the Workday implementation partner to ensure quality and timely delivery of agreed scope.
- Monitor implementation progress, dependencies, risks, issues and key decisions.
- Review vendor deliverables and challenge solutions that do not meet business requirements or agreed design principles.
- Coordinate across HR, IT and other functional workstreams to manage dependencies.
- Support configuration, integrations and downstream system considerations from a business and functional perspective.
- Ensure appropriate documentation and knowledge transfer from the implementation partner to internal teams.

1. Data, Testing & Go-Live Readiness

- Lead or coordinate HR business participation in data migration, validation and reconciliation activities.
- Establish appropriate data quality and governance standards.
- Develop and oversee test strategies covering critical HR processes and end-to-end employee journeys.
- Coordinate User Acceptance Testing and ensure defects are appropriately tracked, resolved and retested.
- Ensure business scenarios reflect real operational requirements rather than only testing system functionality.
- Support cutover planning, go-live readiness and business continuity planning.
- Identify and mitigate operational risks associated with implementation.

1. Stakeholder & Change Leadership

- Act as a key bridge between HR, CIOO and the Workday implementation partner.
- Build strong relationships with HR leadership, HR Operations, HRBPs, IT, Payroll and other key stakeholders.
- Facilitate workshops and discussions involving complex or competing business requirements.
- Communicate complex system and process matters in a clear and business-friendly manner.
- Influence stakeholders to adopt standardised and sustainable processes.
- Support change management, communications, training and user adoption activities.
- Help HR teams understand not only what is changing, but also why the change is necessary and how it improves the way HR operates.

1. HR Technology Governance & Continuous Improvement

- Establish and maintain effective governance for Workday enhancements, change requests and prioritisation.
- Develop principles and criteria for assessing future HR technology changes.
- Establish a structured approach for managing system enhancements, defects and continuous improvement.
- Monitor recurring operational issues and identify root causes rather than relying on short-term fixes.
- Use HR data, system insights and stakeholder feedback to identify opportunities for further improvement.
- Maintain awareness of Workday capabilities and HR technology trends and assess their relevance to the organisation.
- Contribute to the development of a longer-term HR technology and digital transformation roadmap.

Additional Job Description

The successful candidate will be expected to contribute to or lead:

• Workday implementation and successful delivery of agreed project milestones.
• Current-state and future-state HR process design.
• HR process simplification and standardisation.
• Business requirements and functional specifications.
• Workday solution design and configuration decisions.
• Data migration and data quality activities.
• End-to-end testing and business readiness.
• Go-live and transition planning.
• Workday governance and enhancement framework.
• Post-go-live stabilisation and continuous improvement.
• HR technology roadmap and future transformation initiatives.