To act as the primary IT business partner for the Human Resources function, ensuring HR technology, data, processes & continuous improvement initiatives are aligned to business priorities, IT standards, security requirements & enterprise application strategy.
The role sits within Group IT, reporting into Enterprise Applications, but is functionally aligned to HR. The postholder will work closely with HR stakeholders to understand business needs, improve HR processes, support HRIS/HCM platforms, and translate requirements into secure, scalable & supportable technology solutions.
The primary focus is HR systems & processes across the employee lifecycle, including core HR, recruitment, onboarding, payroll interfaces, workforce management, time & attendance, performance, learning, reporting & employee self-service.
As Health, Safety & Environmental sits within the EVP HR remit, the role will also provide secondary support to HS&E technology & process improvement activities where required. This may include incident reporting, risk assessments, audits, corrective actions, training records & compliance reporting.
Key Responsibilities Include:
HR Technology
- Act as the main IT liaison for HR, partnering with HR leadership, HR Operations, Payroll, Talent, Learning & Development, Workforce Management and related people functions.
- Understand HR strategy, priorities & pain points, translating these into technology requirements, improvement opportunities & delivery backlogs.
- Support the HR systems roadmap, ensuring priorities are aligned to business value, IT strategy, enterprise architecture and available capacity.
Business Analysis, Requirements & Continuous Improvement
- Lead requirements gathering through workshops, process reviews & stakeholder engagement.
- Produce clear business requirements, user stories, process maps, functional specifications, acceptance criteria & supporting documentation.
- Support HR-led and IT-led initiatives from early concept through to delivery, helping define scope, benefits, risks, dependencies & implementation approach.
- Contribute to business cases, project initiation documents, options assessments & solution selection activities where new or replacement HR technology is being considered.
HRIS / HCM Platform Support & Optimisation
- Support implementation, configuration, enhancement & continuous improvement of the HRIS/HCM platform, with particular focus on dayforce or equivalent HR technology platforms.
- Act as a functional subject matter expert for HR applications, helping ensure platforms remain secure, well-governed, integrated, supportable & fit for purpose.
- Assess system enhancements, upgrades, releases & new capabilities with HR & IT stakeholders.
- Monitor system usage, adoption, licence utilisation, data quality indicators & recurring support themes, using insight to drive improvement plans.
- Maintain solution documentation, configuration workbooks, process maps, operating procedures, support guides & user materials.
- Provide Level 2 functional support for HR applications, including issue investigation, triage, root cause analysis and coordination with vendors or internal technical teams.
Change, Testing & Release Delivery
- Support the end-to-end demand-to-delivery process for HR application changes, including intake, triage, prioritisation, requirements definition, delivery coordination, UAT, deployment, hypercare & post-release review.
- Ensure releases are appropriately documented, communicated and governed through IT change & release management processes.
Security, Data, Compliance & Integration
- Ensure HR systems & processes operate in line with data protection, privacy, audit, retention, access control & segregation of duties requirements.
- Work with IT Security, GRC, Legal & HR stakeholders to support appropriate handling of sensitive employee data & role-based access.
- Support HR data migration, cleansing, validation, reconciliation & transformation activities for system implementations, upgrades & organisational changes.
- Work with architecture, infrastructure, security & integration teams to ensure HR solutions follow approved technical, security & integration patterns.
- Partner with Data & BI teams to define workforce reporting requirements, HR metrics, dashboards, KPI definitions, data ownership & reporting architecture.
HS&E Technology Support — Secondary Responsibility
- Provide secondary business analysis and application support for HS&E technology & process improvement initiatives where required.
- Support requirements gathering, process mapping & improvement activities for HS&E processes such as incident & near-miss reporting, risk assessments, audits, inspections, corrective actions, training & competency records.
- Help ensure HS&E systems & data requirements are appropriately understood, documented and aligned with IT standards.
- Support HS&E reporting & dashboard requirements in partnership with relevant business stakeholders and Data & BI teams.
- Assist with audit evidence, documentation & system support activities related to HS&E applications where these sit within the HR/EVP HR remit.
Vendor, Governance & Stakeholder Management
- Engage with vendors and partners to understand product roadmaps, upcoming releases, support issues and future capabilities.
- Support vendor escalation, issue tracking & resolution coordination for HR applications.
- Operate within IT governance, change control, project delivery & service management processes.
