Senior Human Resources Manager; Innovation & Transformation

Position: Senior Human Resources Manager (People Innovation & Transformation)

Senior Human Resources Manager (People Innovation & Transformation)

An international organisation is establishing a newly enhanced People Innovation & Transformation function. We are seeking a Manager to help shape, deliver, and ope rationalise key initiatives that modernise HR, strengthen organisational effectiveness, and elevate the employee experience. This role partners closely with senior HR leaders across Strategy, Operations, Employee Experience, Talent, and HR Technology, supporting the design and rollout of forward‑looking people practices, systems, and processes.

This position is ideal for someone who combines analytical thinking, structured delivery, strong stakeholder engagement, and a hands‑on approach to execution. The successful candidate will work across multiple work streams, including HR systems optimisation, process redesign, performance frameworks, policy development, people analytics, workforce planning, and enterprise‑wide change initiatives.

Key Responsibilities

• Conduct holistic reviews of existing policies, processes, and operating practices, identifying opportunities for simplification, refresh, and innovation.
• Support the design and rollout of updated HR frameworks across performance management, total rewards, people operations, and employee experience.
• Partner with HR technology teams to optimise HRIS tools, enhance system functionality, and improve data integrity and user experience.
• Contribute to process mapping, standardisation, automation opportunities, and operating‑model improvements.
• Assist in the development and delivery of multi‑year HR transformation roadmaps, ensuring activities, milestones, and outcomes are tracked and aligned with organisational priorities.
• Coordinate HR transformation initiatives by preparing project plans, stakeholder updates, risk assessments, and implementation documentation.
• Provide structure and governance across cross‑functional work streams, ensuring consistency, clarity, and timely delivery.

People Analytics & Workforce Insights

• Compile, analyse, and interpret workforce data to support decision‑making across HR and the wider business.
• Develop dashboards, reporting packs, and KPI frameworks to measure the impact of people initiatives and highlight opportunities for improvement.
• Support HR leaders in using data insights to shape department‑level action plans.

Performance & Capability Frameworks

• Assist in the development and enhancement of performance management processes, career frameworks, and capability development models.
• Coordinate communications, training sessions, and adoption plans to ensure effective rollout of new approaches.

Cross‑Functional and Strategic Projects

• Act as HR representative on enterprise initiatives such as workforce planning, organisational design updates, annual planning processes, and operational improvement projects.
• Ensure HR’s priorities are integrated into cross‑department work and that outcomes align with organisational goals and cultural values.

Change Management & Communication

• Support the development and execution of change management plans, including stakeholder engagement, adoption strategies, communications, and readiness assessments.
• Create toolkits, guidelines, and repeatable processes that help HR teams implement transformation initiatives effectively.

Planning, Budgeting & Internal Operations

• Support the annual planning cycle for the People function, translating strategic priorities into operational activities and structured work plans.
• Assist in managing HR’s internal budget, tracking spend, forecasting needs, and preparing reporting materials.

Required Experience & Skills

• 6–10 years of experience in HR transformation, organisational development, project management, or management consulting.
• Strong capability in analysing complex problems, designing structured solutions, and delivering projects end‑to‑end.
• Solid understanding of HR processes, policies, and systems, ideally within multinational or matrixed environments.
• Experience with HRIS platforms, process mapping, and digital enablement initiatives.
• Strong communication skills, both written and verbal, with the ability to prepare clear documentation and stakeholder updates.
• Confidence working with data, building dashboards, and presenting insights.
• Ability to balance strategic thinking with practical, hands‑on implementation.
• Strong organisational skills, attention to detail, and the ability to manage multiple priorities in a fast‑paced environment.

Seniority level

Director

Employment type

Full‑time

Job function

• Human Resources
• Business Consulting and Services, Retail, and Consumer Services

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