Head of HR Transformation and Employee Experience

The Head of HR Transformation and Employee Experience is accountable for managing the HR Transformation and Employee Experience team, delivering seamless employee and people manager experiences that enhance employee engagement through every interaction.    

The role holder is accountable for ensuring the HR function operates as a best in class, digitally enabled, insight led function with compliance by design built into all people processes. This role delivers the HR Transformation agenda, providing leadership across HR Operations, HR Systems, HR Data Governance and People Services, enabling the organisation to benefit from fit for purpose HR infrastructure, enhanced data quality and strong governance. 

Leading people, process, technology and risk management, the role is a hands on, operational role, responsible for leading, shaping and delivering the HR transformation agenda, driving simplification, automation, AI adoption and self‑service capability to create a more efficient and effective HR Function and an empowered and highly engaged workforce.

The role ensures that HR processes, systems and data standards are best in class, providing strong leadership on data and compliance, governance and risk management to meet current and emerging legislative and compliance requirements. The role works with internal and external stakeholders, partnering cross functionally to ensure that HR governance frameworks are embedded, building a culture of accountability, ownership and continuous improvement across the wider HR organisation.

HR Systems & Digital Transformation:

Lead the optimisation of HR technology across the function. Define and deliver a digital roadmap that enables automation, AI capability, seamless workflows and enhanced self service. Strengthen vendor partnerships, oversee system enhancements and ensure HR technology remains secure, future‑ready and aligned to evolving HR strategy and business priorities.

HR Data Governance, Privacy & Compliance:

Lead people‑data governance, ensuring HR operates with strong controls, GDPR compliance and integrity of all employee information. Oversee frameworks for data retention, DPIAs, access controls and document governance. Partner with IT, Legal, Risk, Security and Data Protection to safeguard the organisation through mature, compliant and well‑designed HR data practices.

Risk Management, Audit & Regulatory Readiness:

Act as the HR lead for operational risk, ensuring all HR activities meet required regulatory, audit and risk management standards. Oversee readiness for NIS2, Gender Pay Gap, Pay Transparency, AI regulation and other emerging legal obligations. Ensure HR maintains a proactive risk posture, strong audit controls and the ability to adapt processes in response to new governance requirements.

Leadership & People Management

Manage the HR Operations, Systems and Data Governance teams. Build capability, drive high performance and cultivate a culture grounded in accountability, ownership and trust. Develop talent pipelines, strengthen team resilience, and ensure HR colleagues are equipped to deliver evolving strategic and operational priorities.

Stakeholder Engagement & Leadership Support

Serve as a key strategic partner to the HR Leadership team, providing insight, guidance and support across HR operations, systems, risk and governance. Collaborate with IT, Legal, Finance, Payroll and other internal stakeholders to ensure HR processes are aligned, well‑governed and consistently executed. Communicate complex topics with clarity to influence decisions and support the HR function’s strategic agenda.

• HR operations, systems and transformation experience, with a proven ability to design, optimise and deliver improvements to people processes.

• Expert-level HR technology and HRIS experience, including management of change and transformation implementation, system and process enhancements and digital transformation initiatives.

• Deep specialist expertise in GDPR, people-data governance, audit, risk management and regulatory compliance, with a track record of embedding mature, well-controlled frameworks.

• Advanced vendor and partner management capability, including commercial negotiation, performance governance, and long-term strategic alignment.

• Proven ability to lead a teams through periods of significant operational, digital and cultural change.

• Highly developed internal and external stakeholder influence, with the ability to shape decisions, build alignment and challenge thinking at senior leadership levels.

• Strong analytical and strategic problem‑solving capability, with the ability to translate data and insights into action.
  

Critical Success Factor:

• Ability to balance strong governance, compliance and risk management with operational pragmatism and business partnership.

• High levels of personal ownership and accountability, with a strong drive for delivery, follow-through and raising performance standards.

• Agility and pace, with the capability to anticipate regulatory changes, workforce trends and digital opportunities, and act with pace.

• Strong credibility across technical and non‑technical domains, enabling effective leadership across HR Operations, Systems, Data Governance, Risk and Business Partnering.

• Commitment to continuous transformation, simplification and digital enablement of HR to strengthen functional performance and organisational impact.