Global Accounting Network are partnering with an international client going through a period a change who require an interim HR Project & Change Manager on an interim basis, initial 6 month period. This is a crucial role within the organisation to lead key people-focused projects, taking ownership of planning, executing and embedding high-impact initiatives.

Key Responsibilities:

• Project Leadership: Develop and manage project plans, define scope, allocate resources, and ensure timely, budget-conscious delivery of key HR and people-related initiatives.
• Strategic Direction: Ensure all projects align with the company’s overarching goals and HR strategy, providing strategic guidance across teams.
• Stakeholder Engagement: Partner with senior leaders, HR teams, and internal stakeholders to gather input, communicate updates, and maintain alignment throughout.
• Change Management: Lead change impact assessments and create comprehensive transition and change plans to support employees through change.
• Communication Planning: Deliver clear, targeted communications in partnership with Internal Comms and HR workstream leads.
• Risk Management: Proactively identify and mitigate project risks and issues to keep initiatives on track.
• Performance Tracking: Monitor and report on project progress using robust tools, aligning outcomes with KPIs and business benefits.
• Business Case Development: Collaborate with HR and Finance teams to build strong business cases that underpin each initiative.
• Data Stewardship: Uphold rigorous standards for handling sensitive data and project documentation.

What Success Looks Like:

• Projects delivered on time, within budget, and to high quality
• Fully approved business cases with clearly owned benefits
• Timely resolution of risks and issues
• Smooth transitions with minimal disruption and well-managed impacts
• Strong stakeholder feedback and engagement throughout the project lifecycle

Ideal Candidate:

• Proven experience delivering HR and people-related projects within complex organisations
• Deep knowledge of operating model components: people, process, technology, governance and data.
• Ability to align TOM with business strategy and objectives
• Significant end-to-end experience in leading HR projects for mergers and acquisitions and post-merger integrations.
• Excellent communication, stakeholder management, and influencing skills
• Solid understanding of strategic planning and aligning people initiatives with business goals
• Comfortable working across multiple workstreams and departments