Change Management Lead (HR / Payroll)

Change Management Lead (HR / Payroll)

Department

Human Resources

Salary

£56,021 - £64,914 per year

Grade

Grade 8

Contract status

Fixed term

Hours of work

Full-time

Based at

University of York campus (with some remote working options available)

Interview date

To be confirmed

Posted Date

27/03/2024

Apply by

24/04/2024

Job Reference

13120

Documents

Job description 13120.pdf (PDF, 304.11kb)

Role Description Introduction

The University of York exists for the public good. The role of the HR team is to support and enable the development of the culture and community of the University - this is what drives and motivates us.

The University has initiated a change programme to transform HR services at the University. The programme will define and deliver a new HR operating model with anticipated changes to people, process and technology to enable a better service that will add value to all people aspects of the University.

Main purpose of the role

We are looking for an experienced change lead with specialist knowledge of large scale HR and Payroll transformations. You will collaborate with senior leaders at the University and our external transformation partner to develop business change strategies, providing leadership and direction for multi- disciplinary change management teams, planning and leading business change activities across a high profile, strategic digital and business change programme.

You will bring your experience and expertise to direct, coordinate and be an advocate for the business change strategy for the programme, providing a key link between the people on the ground and the programme board / the Senior Responsible Owner.

You will ensure that the capabilities delivered by projects are adopted and embedded by impacted areas, working through trusted relationships with stakeholders at all levels and identifying and addressing areas of challenge with diplomacy. You are responsible for ensuring that the expected efficiency and service improvement benefits are realised through planned and managed business change, in order to transform the culture and operations of HR services and activities. The successful candidate will be pragmatic, results- driven and resilient as well as motivated and self-reliant; comfortable working alone or in large, cross-disciplinary teams.

Role Specific Responsibilities

To support the development and ongoing maintenance of a transformative target operating model for HR services which optimises efficiencies, reduces overall costs and improves the employee experience.

To develop and communicate the programme vision to secure buy-in for the programme from stakeholders across the University.

To build and lead multidisciplinary change management teams, providing vision and direction.

To ensure alignment with, and development of, existing change management frameworks and effective collaboration and coordination across the HR leaderships team.

To develop and implement change management strategies which support successful business change activities, navigating challenges and conflict, to deliver an agreed HR / Payroll target operating model.

To design, oversee and deliver activities which embed new or changed business capabilities delivered by the programme into day to day business operations.

To ensure that impacted business areas and service users are effectively prepared for planned changes and the release of new capabilities and / or ways of working.

To assess the current capacity for change and to optimise the phasing of change activities, ensuring that service delivery is maintained while new ways of working are adopted at pace.

To work with key service users and representatives of impacted areas and other programme stakeholders to design new business processes and chair the Business Design Authority group for the programme, reaching consensus on new end to end HR and Payroll processes.

To foster and develop strong working relationships and trust with impacted stakeholders and ensure that their views are represented within the programme's governance and decision making.

To provide and support effective reporting and assurance activities on programme progress including participation in the HR programme board.

To define and oversee a benefit realisation plan, managing dependencies with other programme plans.

To identify and manage risks and issues impacting benefit realisation and develop effective risk mitigation strategies / recommendations.

To support a target operating model gap analysis informing programme planning.

To collaborate with internal communications teams to develop and implement effective communication strategies.

Interview Date : To be confirmed

For informal enquiries: please contact Rachael Millhouse (Director of HR) [email protected].

The University strives to be diverse and inclusive – a place where we can ALL be ourselves.

We particularly encourage applications from people who identify as Black, Asian or from a Minority Ethnic background, who are underrepresented at the University.

We also encourage applications from women for senior roles.

We offer family friendly, flexible working arrangements, with forums and inclusive facilities to support our staff. #EqualityatYork