HR Change Program/Project Manager

SC HR Change Consultant - Belfast - 12 Months

My client has a requirement for additional and expert HR resource to support the planning and implementation of workforce changes related implementation of the welfare reform agenda.

The phased introduction of Welfare Reform changes commences in earnest in autumn 2013, with an aggressive timescale towards full implementation. 2013 therefore represents a critical period for planning and effecting foundation changes to staffing arrangements to ensure that benefit changes can be administered accurately and effectively from Day 1.

The current departmental HR team have a full agenda in managing Business As Usual challenges and have identified the need to secure additional expert HR support to address the HR planning and implementation activities relating to Welfare Reform, in particular for the Social Security Agency (SSA).

Professionals brought in to focus on the Welfare Reform related changes will need the appropriate skills, energy and personal qualities to make an impact on the ground. A track record in planning and implementing the logistics of workforce change associated with major business transformation will be a key requirement.

The key requirements for the role(s) are detailed below;

*Track record and experience of delivering major transformational change
*Dealing with the People aspects of Transformation change
*Planning and implementation of change, particularly where a new Target Operating Model (TOM) is being deployed - so good understanding of how People, Organisation, Process and Technology components come together to deliver a new TOM
*Good sound programme management skills

Also;

*Develop a detailed People plan to capture overall scope of work, activities required, delivery dated, responsibilities and inter dependencies (based on planning work already undertaken)
*Detailed design and implementation of changes in working hours and working patterns to meet new service requirements
*Design and implementation of new working arrangements, including extended working arrangements
*Identify future skills requirements and undertake a structured review of current staff skills to determine skills gap
*Detailed design and implementation of selection competitions to meet Resourcing requirements (including selection approaches, participation in interviews, etc)
*Design and plan logistical moves of staff from offices to shared service centres
*Identify and plan for staff back fill requirements where necessary
*Design of comprehensive redeployment programme for staff displaced by changes
*Liaise with line management and staff from affected business areas and offices to ensure operational considerations are factored into planned staffing changes
*Provide clear and comprehensive briefings and content to the communications team around the impact of the planned changes
*Although Industrial Relations will be led within the exiting Department HR function, there will be a requirement to provide appropriate message content ad updates to inform the IR process and forum
*Liaise with DHR/CHR on client policy implications
*Work collaboratively with other work streams within the transformation agenda, recognising inter dependencies and ensuring that these can be met

Personal Attributes
*Role holders will have personal resilience, perseverance and tenacity
*They will be committed to bring personal insight and experience to bear in support of this challenging agenda
*Must be delivery focused
*Able and willing to challenge
*Self starter and able to work independently as well as part of a team

Knowledge Transfer
*External resources brought in to focus on the Welfare reform changes will be expected to transfer knowledge to other HR staff to ensure learning is appropriately shared.

If the role is of interest please apply.

Computer People is an equal opportunities employer.