Group Head of HR Operations and HRIS page is loaded Group Head of HR Operations and HRIS Apply locations London time type Full time posted on Posted 3 Days Ago job requisition id R
From day one, our mission has been to create an independent business with a unique culture - one that is controlled by the people who work for it. Finding the most talented and entrepreneurial people has always been key to our success.
People come to Howden for lots of different reasons, but they stay for the same one: our culture. That's what sets us apart, and why we nurture and retain the best talent in the market. Whatever your priorities - work/life balance, career progression, sustainability, volunteering - you'll find like-minded people driving change at Howden.
An opportunity has arisen to cover our Group Head of HR Operations and HRIS during maternity leave.We are looking for a forward thinking, proactive HR Operations leader, with a global mind-set, to join us at a pivotal moment in organisational growth to build and evolve our HR Operations offering across HR/Payroll shared services, Data, HRIS and HR Audit functions internationally.
Reporting to the Group HRD, this position will lead the HR Operations teams currently based in the UK and US, to ensure the delivery of effective transactional HR services and transform our HRIS landscape.
The successful incumbent will work collaboratively with COEs and HRBPs to continue the build of an integrated, centralized and commercially aligned people Operations team.
Key Accountabilities
- Delivery of the global Workday HR roadmap, leading the programme from initiation to deployment in line with the Workday blueprint and managing the global team, including our engagement partner, to ensure successful project delivery as determined by the project success criteria
- Partner with Finance on the delivery of Workday Expenses and Workday Financials to ensure all dependencies between projects are mapped and managed, stakeholders are engaged on the Workday programme and there is a clear governance structure in place to oversee all deployments with the appropriate representation from across the business
- Lead the data and insights team as they progress the delivery of their strategic roadmap, supporting the build of outputs to the business and engaging with stakeholders, particularly across HR, to highlight the journey and support required for success.
- Continue to build and develop our HR Operations operating model globally, ensuring the foundations are in place to enable global and regional support roles.In doing so, develop capabilities across the teams that can partner with the wider HR teams and business in a consistent way and create scalable solutions for the business.
- Commence the development of a framework that defines global HR principles for our policies which are engaging, simple and consistent. With agreed principles in place, work to establish ways of working, and roles and responsibilities
- Partner with our Group Compliance and Audit function to deliver audit and control requirements under the annual cycle, with particular focus on remediation planning and execution
- Manage the end to end employee lifecycle process and experiencing, ensuring a positive business, colleague and manager experience
- Ensure that the HR service delivery operates within defined service levels for timeliness and quality
- Encourage and nurture the creation of a customer-centric philosophy within the HR Operations function
- Proactively partner with Compensation & Benefits, Talent Acquisition, People& Organisation Developmentteams to ensure smooth management of operational elements ensuring the optimal employee experience
- Manage regulatory impacts on all HR Operations and processes, ensuring compliance at all times, whilst proactively communicating with HR and business leaders to increase awareness.
- Proactively identify opportunities for collaboration and alignment with other functional teams to ensure a more seamless colleague experience i.e. IT and Operations
Knowledge, Skills & Experience
- Significant experience in leading change and transformation globally, with strong influencing skills
- Proven experience in global implementation of core HCM systems, Workday experience is essential
- Strong stakeholder management skills, building credible relationships with a variety of different stakeholders and can effectively influence people
- Proven ability to lead HR operational services, creating efficiency and value across the function and for the business
- Good understanding of people analytics and the value of high-quality management information
- Firm grasp of technology in the People/Talent space and are passionate about how technology can be best utilised to support service delivery and employee experience
- Experience in managing teams through change initiatives with proven coaching and mentoring skills
- Demonstrable knowledge of HR legislation and proactively recommend changes to ensure Howden is legally compliant
- You have effectively managed projects and improved ways of working/processes in the HR domain
- You are numerate, with good analytical and problem-solving skills
- Results focused with a can-do attitude
Our Culture: People First
We've travelled far since opening our first office in 1994. Back then we were local experts - based in London, with direct access to the world's biggest insurance market. We're still locals, and we still deliver the right advice and the right insurance to our clients. But now, we're local all over the world. With 15,000 global colleagues and a partner network spanning more than 100 territories, we are the largest independent insurance broker in the world. But our values haven't changed since day one, when we set out to create a company grounded in:
• An employee-ownership model
• Aligned external investors
• The trust and integrity born of friendship
• Expertise
• Independence
Our focus on being a people-first business has always been at the very heart of Howden. Our vision was to create an independent business with a unique culture; one that would survive and thrive as a business controlled by the people working for it. Our employee ownership model sets us apart in the market. It's created a culture of collaboration and innovation, where we're driven to think bigger and empowered to challenge convention.
Our flat structure and entrepreneurial spirit help us attract the best people and empower them to be the best version of themselves. And when we bring in and nurture great talent, more follows. That makes us better - and that's better for everyone.
Diversity & Inclusion
At Howden we consider our people our chief competitive advantage and as such we treat colleagues, candidates, clients, and business partners with equality, fairness and respect, regardless of their age, disability, race, religion or belief, gender, sexual orientation, marital status or family circumstances.
Our Story
In November 1994, David Howden founded a business that was literally the smallest insurance broker in the world. It had no clients and no track record. But it did have five things:
Equity ownership - the people doing the business, owned the business
A minority external investor with a long-term outlook
A product specialty
3 friends (and a dog)
A commitment to building a business with independence enshrined in its fabric
Today, the business has a global footprint of more than 14,500 employees in 50 countries spanning Europe, the Middle East and Africa, Asia Pacific and the Americas. For the FY22 our Group's organic growth was 19%, our revenue exceeds (USD) $2bn, and we handle $30bn in written premiums for clients.
Howden Group is an independent, global insurance group headquartered outside North America, comprising:
The largest independent, non-US international retail, specialty and reinsurance broker: Howden Broking ( and )
The largest international MGA: DUAL ( )
Want to see what kind of organisation Howden Group is? Click here to learn about what makes us who we are.