Workforce Transformation Lead

Oliver James; Manchester; Hybrid; GBP 60,000 - 100,000

Job description

Job Description

Job Title:- Workforce Transformation Lead

Location: Work from anywhere with regular travel to Manchester. Scheduled visits to international locations

Reports To: CoO / Director of Transactional Operations

Role Summary

The Workforce Transformation Lead is responsible for the strategic review, planning, and delivery of our global workforce solutions across multiple countries. This includes evaluating and optimising our existing mix of Employer of Record (EOR), payroll, managed software, and fully insourced solutions. The role will ensure alignment with the company’s broader objectives and strategy, particularly supporting our global growth agenda and the expansion of our Employed Solutions.

The role operates in a matrix environment, drawing on a Portfolio Pool of resources as required, without having direct line management responsibility.

Key Responsibilities

Strategic Review & Analysis

• Conduct a comprehensive assessment of our current global workforce solutions (EOR, payroll providers, HR providers, managed software, fully insourced models).
• Benchmark the effectiveness, cost-efficiency, compliance, and scalability of each solution.
• Identify areas of improvement, consolidation, or transformation to better align with business objectives.

Planning & Solution Design

• Develop a holistic plan to harmonise and standardise workforce solutions across all operating countries, ensuring alignment with overall business strategy.
• Collaborate with senior leadership to set goals, KPIs, and success metrics for workforce solution initiatives.
• Undertake scenario planning to remain agile in a fast-paced, dynamic environment.

Implementation & Delivery

• Work in partnership with departmental leads, WFO, HR, legal, finance, Payroll, Technology and external suppliers to execute agreed-upon workforce solutions.
• Oversee pilot programs and phased rollouts in new markets (e.g., Spain), ensuring smooth integration with existing processes.
• Define clear processes and frameworks for resource utilisation from the Portfolio Pool without direct line management responsibility.

Global Expansion & Advisory

• Support the Group’s growth strategy by identifying workforce solutions required for entry into new countries and regions.
• Advise internal stakeholders on the feasibility, compliance, and commercial viability of potential workforce solutions.
• Provide subject-matter expertise during exploration of new ventures, enabling new solutions to clients.

Stakeholder Management & Collaboration

• Build strong relationships with internal departments (Sales, WFO, HR, legal, finance, Payroll, Technology) and external solution providers.
• Present findings, proposals, and progress updates to executive leadership and key decision-makers.
• Act as a key point of contact for inquiries related to workforce solution strategies and vendor management.

Continuous Improvement & Governance

• Establish governance frameworks to monitor ongoing performance of chosen workforce solutions.
• Introduce robust reporting and analytics to track efficiency, cost-effectiveness, and compliance risks.
• Remain vigilant on global employment laws and regulations, ensuring solutions meet all legal and regulatory requirements.

Transition to Business as Usual (BAU)

• Develop and maintain robust plans to transition newly implemented or updated workforce solutions into standard BAU operations.
• Establish clear deliverables, timelines, and handover procedures for BAU delivery teams and relevant support functions.
• Monitor and evaluate the effectiveness of the transition, ensuring continuous improvement and stable ongoing operations.

Key Objectives (12-18 Months)

Strategic Assessment

• Complete a global review of existing workforce solutions and develop an aligned strategic roadmap.
• Present cost-benefit analyses and recommendations to senior leadership within the first 90 days.

Standardisation & Alignment

• Create a unified program for workforce solutions that fits the Group’s strategic objectives and supports its fast-paced, dynamic nature.
• Achieve measurable improvements in service quality, compliance, and cost optimisation.

Country Expansion

• Implement or enhance workforce solutions as outlined in the yet to be created plan.
• Document best practices and lessons learned to streamline future expansions.

Collaboration & Governance

• Develop strong partnerships with the Portfolio Pool resources and other cross-functional teams to deliver projects on time and on budget.
• Implement governance structures for continuous monitoring, reporting, and refining of workforce solutions.

Future-Focused Planning

• Introduce scenario planning methodologies to accommodate evolving business needs, anticipating shifts in market or strategic direction.
• Position the function to scale with organisational growth, with potential to assume broader leadership responsibilities as the role develops.

Qualifications & Experience

• Education: Bachelor’s degree in Business, Human Resources, Finance, or related field (Master’s degree preferred but not essential).
• Experience:
• Proven track record in a strategic role within HR, Workforce Solutions, or Operations, ideally in a global or multinational context.
• Demonstrated experience managing multiple complex vendor relationships (EOR, payroll, or similar).
• Familiarity with compliance and regulatory considerations in multiple countries.
• Background in consulting or project management within recruitment, staffing, or HR solutions a plus.

Technical Skills:

• Proficiency in project management tools and methodologies.
• Strong analytical skills, with the ability to interpret complex data and produce actionable insights.
• Knowledge of HRIS, payroll systems, or workforce management software is advantageous.

Competencies & Personal Attributes

• Strategic Mindset: Able to envision, design, and communicate a long-term workforce solutions strategy.
• Analytical Problem-Solving: Comfortable with data-driven decision-making; adept at scenario planning.
• Influential Communication: Strong stakeholder management skills, capable of guiding and persuading senior leaders and cross-functional teams.
• Project Leadership: Skilled at leading complex initiatives in a matrixed environment without direct line authority.
• Agility & Adaptability: Thrives in a fast-moving, dynamic organization; quickly adapts plans to changing requirements.
• Collaboration: Team player with excellent interpersonal skills, able to coordinate diverse groups toward a common goal.
• Global Perspective: Cultural awareness and sensitivity to local market nuances, with a passion for driving cohesive global solutions.