Are you the HRS Transformation lead that can further professionalize the HR systems of this leading retailer and make sure that they are ready for further international growth? 

High volumes of transactions come into HR Services daily. With increasing complexity of growth, new countries and high volumes.
HR Services requires end to end transformation to continue to support the business effectively. 
The HR Services Transformation Lead is responsible for driving this transformation. This role requires a strategic thinker with a strong background in HR processes, with proven execution capability

Responsibilities HRS Transformation Lead (Interim)

This role requires a strategic thinker with a strong background in HR processes, with proven execution capability around the goals of:  

• Efficiency: Optimization of HR processes and enabling technology reduces manual work and increases productivity
• Enhanced Employee Experience: Focus on a smooth employee experience to provide employees with easier access to information and services
• Data-Driven Decisions: Analytics enable more informed decision-making

This Lead will drive and orchestrate transformation of HR Services—modernizing processes, digitizing the service portfolio, and embedding a global operating model—so that the function becomes data-driven, employee-centric, and cost-efficient. The role owns the roadmap from design through full adoption and then partners long-term with the IT (technology enablement) and the HR Services (operational excellence) to ensure benefits are realized and continuously improved.

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Key accountabilities and areas of responsibility
1. Program Leadership

• Own the integrated HR digital transformation plan, including scope, budget (~€xx M), risk management, and benefits realization over X years.
• Define, design, and implement a multi-year HR Digital Strategy Roadmap aligned with organizational goals.
• Translate theoretical approaches, past experiences, and business needs into practical plans and ensure successful end-to-end delivery.

2. Technology Enablement

• Implement and manage HR technologies such as AI-powered tools, HR & Payroll systems, and digital platforms.
• Collaborate with cross-functional teams to identify and prioritize digital transformation opportunities.
• Provide thought leadership on digital trends, best practices, and emerging technologies.
• Enhance the employee experience through digital solutions like self-service portals, chatbots, and onboarding applications.

3. Process Re-engineering

• Lead the global design authority and apply methodologies such as Lean, design thinking, and journey mapping.
• Identify and streamline HR Services (HRS) processes to improve efficiency and reduce manual tasks.
• Redesign the HRS operating model to be more agile, efficient, and aligned with strategic goals.

4. Organizational Design & Change Management

• Transform the organizational design to support new HRS processes and technologies, ensuring optimal structure and resource allocation.
• Lead change management initiatives to ensure smooth adoption of new technologies and processes.
• Craft compelling narratives, training programs, and stakeholder engagement strategies to embed new mindsets and behaviours across all regions.
• Work with stakeholders to build understanding and ensure readiness to lead and embed change.

5. Governance & Reporting

• Chair the Program Steering Committee (SteerCo) and provide transparent KPI dashboards to the HR Director, IT Director, and Executive Board.
• Oversee all deliverables including change plans, leadership alignment, communications, training, and value realization.
• Ensure all digital HR processes comply with relevant regulations and standards.

6. Stakeholder Engagement & Capability Building

• Conduct workshops, focus groups, and presentations with key stakeholders and decision-makers.
• Build and maintain strong client relationships, serving as a trusted advisor.
• Manage and mentor a team of change and project members to drive professional and technical growth.
• Develop and maintain relationships with key internal and external stakeholders.

7. Data-Driven Decision Making

• Utilize data analytics to generate insights and inform HR decisions.
• Leverage established methodologies and tools to support implementation, execution, and adoption of the transformation plan.

Key Interfaces

• Executives – Regular reporting and stakeholder management of the program sponsors.
• Head of HR Services – Alignment on service catalogue, operating model, and day-to-day performance metrics post-go-live.
• Head of HR IT – Joint ownership of solution architecture, data model, cybersecurity, and release governance.

Requirements HRS Transformation Lead (Interim)

Required Qualifications & Experience

• Extensive Program Leadership: 10+ years of experience leading large-scale HR or shared-services transformation programs, preferably in retail or high-volume environments, with budgets exceeding €20M.
• Global HR Process Expertise: Deep knowledge of end-to-end HR processes (hire-to-retire, payroll, case management) and associated regulatory landscapes such as GDPR and SOX.
• Technical Expertise: Proficiency in HR technologies and digital tools, with a strong understanding of solution architecture, data models, and cybersecurity.
• Project & Change Management: Expertise in program management methodologies (e.g., Agile/SAFe, PMP, or Prince2) and change management frameworks (e.g., PROSCI, Kotter).
• Educational Background: Degree in Business, HR, IT, or a related field; MBA or equivalent preferred.

Critical Competencies

• Strategic Influence: Ability to synthesize complex data into clear, compelling executive narratives that drive decision-making.
• HR Operations Expertise: Deep understanding of HR-operations and shared services in a retail or high-volume environment.
• Digital intelligence: Balances user experience, data integrity, and compliance—fluent in both “people” and “platform” perspectives.
• Leadership: Inspires and leads diverse, cross-functional teams through complex transformation efforts.
• Problem-Solving: Strong analytical and creative problem-solving skills to address challenges in digitalization.
• Execution Excellence: Drives decisions, removes roadblocks, and ensures delivery on time and within budget.
• Collaboration & Facilitation: Builds strong partnerships with HR IT, HR Services, and other stakeholders; adept at leading virtual and multicultural teams.
• Analytical Rigor: Builds robust business cases and tracks ROI and NPV to ensure value realization.

The offer HRS Transformation Lead (Interim)

This is a temporary assignment that will start in August and can last up to 12 months. Please mention your hourly rate or required salary with your application.

How we will proceed?

Within four working days we will let you know if you qualify for the position. We will schedule an introductory interview, either digitally or in-person. During this interview we will inform you as fully as possible about the vacancy, the company and the following steps in the procedure. After consulting with you, we will introduce you to our client and then continue to guide you through the application process. The Independent Recruiters Group has a large team of specialized recruiters. Each recruiter has a strong focus on their own area of expertise. This makes them the ideal sparring partner for both the candidate and the client.