The jobholder is accountable for the development and delivery of country/CoE transition plans (in alignment with the international Service Delivery Model and Transition plan and broader Programme EPIC plan). Specifically, transition plans should detail the activities and milestones needed to deliver the following ;
- Proposing, confirming and agreeing the scope of services per country/CoE to transition to the GSC (based upon the GSC HR services catalogue/service offering*)
- Identifying local resources that are required to participate in transition and Knowledge Transfer based upon the agreed scope of work to transition
- Preparation for and scheduling and facilitation (if required) of end to end process design sessions
- Current state discovery to identify deviations to the international process (per the GSC Service offering/Catalogue) and propose actions required to standardise pre transition
- Working with the GSC team to define the documentation standards and outputs required from e2e design sessions to enable successful Knowledge Transition
- Risk assessment and mitigation plans
- Headcount assessment and end-state staffing plan i.e. confirming the total FTE of work to transition to GSC and to be released / re allocated
MAIN DUTIES AND RESPONSIBILITIES
- Support to local HR teams/CoEs on redefining/transforming the “retained” business facing HR/CoE and local HR Ops roles once work has been transitioned to the GSC
- To ensure local HR/ CoE teams are mobilised by conducting Kick-off meetings , producing project mobilisation documents e.g. project plan, risk log etc. Agreeing local governance, decision making etc (this can be supported with templates and guidance from the EPIC team)
- Overall accountability (although others from the GSC may be responsible) for ensuring full completeness of required documentation e.g. DTPs, DWIs that will be required for KT
- To embed in process design the design principles and strategic aims of Programme EPIC and the future Service Delivery Model by ensuring both process standardization and optimum use of the GSC for delivery of HR operations work, ensuring that only work remains in local HR teams where there is a genuine and documented legal or regulatory reason for doing so.
- To attend regular and ad-hoc calls with central EPIC team to provide status updates, share knowledge and escalate risks and issues as required.
- To identify and manage accordingly local HR/CoE stakeholders and ensure they are regularly updated on status and or/assigned specific actions/ deliverables as required by the specific country plan
- To develop and deliver the local HR/CoE knowledge transfer plan (including Training Plan on all required systems, knowledge etc.) this will require co-ordination with other stakeholders across the Programme e.g. OCM and Training Lead for training that will be developed and delivered at an international / programme level
- To develop and deliver the local HR/CoE change management and communications plan which will require co-ordination with other stakeholders across the Programme e.g. OCM and Training Lead for training that will be developed and delivered at an international / programme level
- Practical, hands-on experience and relevant knowledge of HR Transformation programmes and HR Shared Services
- Experience of transforming and transitioning people services, ideally in a HR SS environment
- Ability to influence key stakeholders and teams to challenge the norm, intervene, and suggest new approaches.
- Able to review existing processes to identify improvements and simplify steps and decision-making
- Strong Project management experience – ability to interpret, design, implement and monitor project plans and associated tools and templates
- Ability to manage multiple stakeholders balancing and translating global Programme objectives at a local level
- Proven track record of creating clear and concise documentation to communicate plans, approaches and deliverables
DLA Piper is a global law firm with lawyers located in more than 40 countries throughout the Americas, Europe, the Middle East, Africa and Asia Pacific. Our global reach ensures that we can help businesses with their legal needs anywhere in the world. We strive to be the leading global business law firm by delivering quality, service excellence and value to our clients and offering practical and innovative legal solutions to help them succeed. Our clients range from multinational, Global 1000, and Fortune 500 enterprises to emerging companies developing industry-leading technologies, as well as government and public sector bodies.
In everything we do connected with our People, our Clients and our Communities, we live by these values:
- Be Supportive – we are compassionate and inclusive, valuing diversity and acting thoughtfully
- Be Collaborative - we are proactive, passionate team players investing in our relationships
- Be Bold - we are fearless and inquisitive, challenging ourselves to think big and find creative new solutions
- Be Exceptional - we are strategic and driven, exceeding standards and expectations
DIVERSITY AND INCLUSION
At DLA Piper, diversity and inclusion underpins how we live our values and everything we do. We believe that everyone has a voice, and that everyone’s voice counts. We know that the rich diversity across our firm makes us stronger, more innovative and creative, which helps us to better serve our clients and communities. We are committed to providing an inclusive working environment and culture across our global firm, where everyone can bring their authentic self to work.
Diversity of perspective, thought, background and culture combine to make us the leading global law firm; that’s why we actively seek to build balanced teams. We welcome the unique contribution that you will bring to our firm and actively encourage applications from all talented people – however your talent is packaged, whatever your background or circumstance and regardless of how you identify.
We support anyone with a disability or long term health condition to ensure they have the opportunity to perform at their best. If you have not done so already, please let us know if you require any support so we can make the right adjustments and considerations should they be required.
We recognise that people have responsibilities and interests outside of their career and that as a business, we all benefit from working flexibly. That's why we are open to discussing with candidates the different ways in which we are able to support requests for agile working arrangements.
In the event that we make an offer to you, and where local legislation permits, we will conduct pre-engagement screening checks that may include but are not limited to your professional and academic qualifications, your eligibility to work in the relevant jurisdiction, any criminal records, your financial stability and references from previous employers.