Transformation Lead

Job description

Job requirements

• Extensive experience in HR transformation, gained through working on large-scale HRIS implementations across multiple sectors.
• Deep knowledge of HR processes, policy frameworks, and operating models – with a strong grounding in Core HR, Payroll, and Talent.
• CIPD qualified or equivalent professional HR accreditation.
• Strong understanding of process design principles and business change impact.
• Proven ability to guide clients through discovery and future-state design, even when the system is unfamiliar to them.
• Experience influencing and engaging with C-suite stakeholders during complex transformation programmes.
• Collaborative mindset, able to partner effectively with Solution Architects, Project Managers and Client Success Leads.
• Excellent facilitation, stakeholder management, and communication skills – comfortable working with senior leaders and first-time system implementers.
• Dayforce certification within the relevant specialist area.
• Experience across more than one Dayforce module.
• Experience supporting presales, scoping, estimates or Statements of Work.
• Previous consultancy, vendor professional-services or systems-integrator experience.
• Experience developing implementation standards, tools or reusable delivery approaches.
• Experience of large, complex or multinational Dayforce implementations.
• Transformation methodology is applied consistently across assigned qualifying engagements.
• Clients report improved clarity, decision-making, readiness and confidence in next steps.
• Transformation outputs are practical, client-ready and adopted by delivery teams and stakeholders.
• Lessons learned, reusable assets and delivery examples are actively contributed to the practice knowledge base.

Job responsibilities

• Lead structured client discovery workshops to assess current HR operating models, identify pain points and define future-state ambitions.
• Explore, challenge and advise on future process options across Core HR, Payroll, WFM, Talent and broader HR functional areas.
• Shape process design narratives that help clients align Dayforce implementation decisions with their people strategy, operating model and long-term business outcomes.
• Work collaboratively with Solution Architects to validate process feasibility, consider technical constraints and guide build decisions.
• Maintain visibility of transformation risks, stakeholder impacts, business decisions and adoption dependencies across the Dayforce lifecycle.
• Explain the operational, people and process impacts of key design, testing, cutover and go-live decisions.
• Challenge client preferences, legacy processes or unclear ownership where these may affect adoption, controls, service readiness or long-term value.
• Support informed decisions by presenting practical options, implications and next steps in a clear and balanced way.
• Identify appropriate opportunities for additional client-side services, including change management, data services and post-go-live support, where these would strengthen readiness, adoption or long-term value.
• Work with the Client Success Lead to support continuity of value beyond go-live and alignment with longer-term client goals.
• Support clearer handover into hypercare, optimisation or managed service activity by identifying unresolved readiness, ownership or adoption considerations.
• Support the development of a consistent Dayforce transformation methodology that can be applied proportionately across different project types and client contexts.
• Create and refine reusable assets, templates, playbooks, examples and knowledge-sharing materials that help consultants have stronger transformation conversations.
• Share practical insights and lessons learned across the Dayforce team to improve transformation methodology, reusable artefacts and client experience.
• Capture recurring readiness, adoption, process and operating-model themes to improve future Dayforce engagements.
• Support the wider practice to consult differently by encouraging clearer links between implementation decisions, client outcomes, readiness and value.

Job benefits

• 22 days of holiday (plus all public holidays)
• Hybrid working model
• A day off for your birthday
• A volunteering day to ‘Make a Difference’
• Health insurance cover up to 3 million rupees per year
• 24hr accident insurance cover
• Free medical travel insurance cover
• Profit share bonus scheme
• Refer a friend bonus
• A genuinely supportive, values-led team
• And most importantly, a genuinely supportive, high-performing team