HR Digital Senior Manager

HR Digital Senior Manager

Role Purpose

TheHR Digital Senior Manageris accountable for the leadership optimisation and ongoing evolution of the organisations HR digital landscape with a primary focus on Workday.

Reporting to the Head of Reward and HR Digital with a dotted line to the Head of Business Solutions (IT) this role acts as a critical bridge between HR IT and the wider business.Therole ownsthe HR digital roadmap and operational integrity of WorkdayensuringHR systemsdeliver business valueand excellent user experiencewhile being pragmatic scalable andcost-effective.

Leadinga small internal teamoffunctional and technical specialists the roleemphasises strong vendor and AMS partner management prioritisation flexibility andhands-onleadership.

You will work collaboratively withITcolleagues to ensure the platform meets enterprise standards for security integrationresilienceand architectural alignment.

Key Responsibilities

HR DigitalLeadership

• Own theend-to-endHR systems strategy and roadmap ensuring alignment with HR and enterprise digital strategies.

• Act as theProductOwnerfor Workdaydriving continuous improvement and adoption across Core HCM Reporting Security and relevant functional areas.

• Balance strategic development with operational stability ensuring the platform supports both current and future business needs.

• Maintain a deepend-to-endunderstanding of HR processes and employee journeys ensuring Workday configuration supports simplicityconsistencyand scalability.

• Lead and manage asmall internaldelivery teamof functional and technical specialists usingan optimalblend of internal capability andthird partypartners.

Service Delivery & Operational Excellence

• Ensure stable secure and compliant operation of HR systems including data integrity security roles and privacy obligations.

• Oversee Workday releases and regression testing coordinating internally and with AMS partners to minimise disruption.

• Use data dashboards and reporting to improvedecision makinganddemonstratesystem value to HR and the business.

• Own incident and problem management for Workday ensuringtimelyresolution clearescalationand continuous improvement.

StakeholderPartnership& Governance

• Partner closely with HR leadership Finance IT and business leaders to translate requirements into clear prioritised system solutions.

• Serve as the primary interface between HR and IT working in a matrix environment to ensure strong collaboration clear governance and effective delivery.

• Establish andmaintainappropriate systemgovernance change control anddecision makingforums suited to a lean operating model.

• Act as the principal HR Digital representative for Workday in governance forums including Business Solutions andenterprise wideboards.

• Present prioritiestrade-offs scope andhigh levelcostings for Workday initiatives supporting informeddecision makingby senior stakeholders.

Vendor & Relationship Management

• Own the relationship with Workday andthird-partyimplementation and support partners.

• Ensure partners deliver against agreed outcomes servicelevelsand budgets with clear accountability and performance management.

Continuous Improvement & Change

• Identifyopportunities to simplify processes automate activity and improve user experience across the employee lifecycle.

• Support HR transformation initiatives organisational change and new people programmes through effective digital enablement.

• Champion adoption and understanding of Workday across HR and the wider organisation.

About You

• Significant experienceleading HR digital or HRIS functions within a Workday environment.

• Proven experienceoperatingwithin a lean team model relying on AMS and vendor partners for delivery.

• Strong understanding of HR processesand how systems enable effective people management.

• Demonstrated ability to balance strategic thinking with handson delivery in a midsized globalorganisation.

• Experience working in a matrix environment partnering closely with IT and other functions.

• Strong stakeholder management prioritisation and influencing skills.

• Confidentsenior stakeholderoperator able to translate technical concepts into clear business and HR outcomes.