HR Transformation Programme Manager

Vacancy Summary – HR Transformation Programme Manager

Salary: £75,000–£85,000, depending on experience + Bonus: Up to 10% annually.

Benefits include 25 days’ holiday plus bank holidays, pension, group life assurance and income protection.

Location: Hybrid 2-3 days with travel to client sites as required, ideally based North West of England or in the Midlands.

The opportunity

An excellent opportunity to join a growing HR consultancy as an HR Transformation Programme Manager, taking newly won client engagements and turning them into structured, credible and deliverable programmes.

This is a hands-on, commercially aware role for someone who understands both HR transformation and SAP SuccessFactors delivery. You will shape the scope, build the roadmap, develop the business case and lead delivery through to implementation and the next phase of work.

This is not a technical configuration role. Success will come from understanding how HR functions operate, knowing what a SuccessFactors programme involves and translating business requirements into a clear, practical and deliverable transformation plan.

The role will suit an experienced programme or project professional who can operate confidently with senior HR, IT and Finance stakeholders, while remaining close enough to the detail to build plans, challenge estimates and identify dependencies in real time.

Key responsibilities

• Convert newly won client work into structured programmes covering scope, sequencing, governance and resourcing.
• Build HR technology roadmaps across an 18–24-month horizon.
• Develop and defend business cases, including cost-benefit analysis, investment profiles and benefits realisation.
• Lead scoping and planning workshops directly with clients and delivery teams.
• Build and maintain detailed programme plans, milestones, dependencies, critical paths and resource profiles.
• Manage data, integration and system-readiness considerations across the programme.
• Lead multiple projects concurrently, each with its own plan, budget and delivery team.
• Manage RAID, reporting, governance and steering committee activity.
• Prepare status reports, presentations and board-level packs without relying on a supporting PMO.
• Lead project teams comprising internal consultants, client-side resources, delivery partners and third parties.
• Maintain delivery quality, address blockers and re-plan quickly when circumstances change.
• Support clients with operating model design, process improvement, HR service delivery and change adoption.
• Identify opportunities for future phases and contribute to the growth of client accounts.

Experience required

The successful candidate is likely to bring:

• Strong programme and project management experience across multiple concurrent projects.
• A solid SAP SuccessFactors delivery background, ideally covering several modules and full implementation lifecycles.
• Experience of delivering live go-lives and understanding what successful HRIS implementation requires.
• The ability to build credible delivery plans from live workshops.
• Experience developing and defending business cases and investment proposals.
• Strong understanding of HR operations, shared services, operating models and process design.
• Experience managing change, governance, risks, issues and dependencies.
• Confidence leading teams without direct line-management responsibility.
• Consultancy or professional services experience, with the ability to operate effectively as the supplier in the room.
• Excellent stakeholder management and communication skills across HR, IT and Finance.
• Strong PowerPoint, Excel and presentation capabilities.
• A practical, organised and hands-on approach to delivery.

Desirable experience

Experience of SAP S/4HANA, Ariba or Concur would be beneficial, as would PRINCE2, MSP, APM or Agile certification. Experience working within a small or scaling consultancy would also be advantageous.

Success measures

Within the first three months, the programme structure, governance and delivery plan will be established. By six months, delivery should be progressing to plan and budget, with the roadmap agreed and business case approved. Within 12 months, the next phase should be shaped and underway, with delivery operating confidently without day-to-day leadership intervention.

This role will appeal to someone who enjoys getting into the detail, influencing senior stakeholders and turning complex HR change into a structured programme that delivers measurable value.