Transition Lead, One Payroll Programme

Position: Change & Transition Lead, One Payroll Programme
Final date to receive applications 14 October 2026-23:59-GMT+01:00 Central European Time (Rome)
JOB TITLE  Change and Transition Lead, One Payroll Programme
TYPE OF CONTRACT  Regular Consultant Contract, Level 2
UNIT/DIVISION  Technology Division, Digital Services
DUTY STATION (City, Country):
Rome, Italy (HQ)
DURATION: 11 months
BACKGROUND AND PURPOSE OF THE ASSIGNMENT  The World Food Programme (WFP) is the world’s largest humanitarian agency, working towards achieving a world with zero hunger. WFP is seeking to bring improvement and modernization to its admin and HR processes. The One Payroll Programme consolidates three payroll populations, onto a single SAP S/4

HANA platform. Phase 1 will go-live in 2027. Phase 2 extends the solution to additional employee populations in 2028. The programme runs through implementation, go-live, and stabilization to its close at the end of 2028. The programme is in its active build phase. Configuration begins following the enterprise platform upgrade, and the period ahead moves the programme from design into implementation, testing, parallel run, go-live, and the stabilization that follows.

This is a delivery role. It is concerned with converting an agreed design into an operating reality across a large and decentralized organization. The programme introduces the shift from payroll processing distributed across Country Offices to increased centralized processing aging this transition, and the readiness and confidence of the field through it, is the central purpose of this role. The Change and Transition Lead is accountable for organizational readiness and adoption of the One Payroll solution across its implementation, from the current build phase through Phase 1 and Phase 2 go-live and into stabilization.

The role ensures that the organizational implications of the technical build are identified and addressed ahead of each go-live, that the functions and offices affected are prepared for the change to their operating model, and that programme governance receives an independent assessment of organizational readiness at each critical decision point. It operates across the technical, human resources, and finance work streams, and engages counterparts from the working level to director level across those functions.

Beyond the delivery of change, the role provides advice to the Programme Manager and to the divisional leads on the organizational dimension of the programme. It shapes the programme's governance rhythm, designs the agendas and decision flows for the Steering Committee and Advisory Panel, and brings forward the structures, work streams, and interventions the programme requires as organizational needs emerge, including where these extend beyond communication and training into how the affected functions are optimized for the new operating model.

ACCOUNTABILITIES /RESPONSIBILITIES   

A. Change strategy and planning Maintain and deliver the change management strategy and plan for the programme, aligned to programme phases, milestones, and dependencies. Translate the programme's objectives into structured, time bound change and engagement interventions, sequenced against the technical delivery roadmap. Maintain a clear view of cumulative change on affected populations, and advise programme leadership where sequencing requires adjustment.
B. Stakeholder engagement and impact management Maintain stakeholder mapping across Headquarters divisions, Regional Offices, and Country Offices. Conduct organizational impact assessments identifying changes to roles, shifts in accountability from the field to Headquarters, operational risk, and points of resistance. Define and direct mitigation for the populations most affected by the centralization of payroll…