What you'll be doing...
People Team
- Play an active role as a member of the People Team, contributing underpinning technology solutions as well as helping fellow colleagues when needed, as expected for all members of the People Team.
- Coach and support the People Technology Analyst and People Assistant.
Process Review, Design and Improvement
- Map and review end‑to‑end People processes across the employee lifecycle (e.g. hiring, onboarding, changes, performance, exits) to identify pain points, risks and improvement opportunities.
- Review areas colleagues are asking for help with, agree priorities to work on and automate/reduce complexity. This includes payroll, people operations and wider.
- Identify and implement opportunities to use AI to improve service to internal colleagues, what tools to use and when AI is appropriate alongside other systems/tools.
- Work with People team members and business stakeholders to define what good, colleague‑centric processes look like, balancing compliance, control and ease of use.
- Redesign significant processes to remove waste, reduce manual work and improve data quality, using standard methodologies and Workday best practice.
- Document process changes (RACI, swimlanes, process maps) and ensure they are kept up to date.
- Clear project and stakeholder management to keep projects on track.
Best Practice
- Connect with the external market to understand how other organisations are approaching the same business problems as we have, what lessons we can learn from their experience and when/how to deploy technology to help.
Workday Configuration and Enablement
- Develop Workday reporting dashboards to provide data in multiple views to meet business needs.
- Implement and test significant enhancements and new features in Workday, ensuring they are robust, scalable and aligned to global design principles.
- Troubleshoot issues with existing configurations, identifying root causes and proposing sustainable fixes.
- Partner with the People Technology Lead on impact assessments, release management and regression testing.
- Configure and administer Workday, including the design and implementation of new modules, features, and processes to enable the ongoing evolution of core people processes in the business. These may be based on process designs you’ve worked on with stakeholders.
Stakeholder Engagement, Reporting and Change
- Facilitate workshops and working sessions to gather requirements, validate designs and secure sign‑off on process changes.
- Translate technical and process detail into simple language, supporting decision‑making by non‑technical stakeholders.
- Provide regular updates on progress, risks and issues to the People Technology Lead and People Leadership team/other senior stakeholders.
- Carry out ad hoc research and analysis on various people metrics, preparing presentations for board and other stakeholders.
Data, Controls and Continuous Improvement
- Ensure processes and Workday configurations support accurate, timely and compliant data capture and maintenance.
- Build reports and dashboards in Workday to provide insight to business stakeholders and to monitor process performance (e.g. turnaround times, data quality, completion rates).
- Use data, feedback and issue trends to identify further improvement opportunities and feed them into the People Technology roadmap.
Communication, Training and Content
- Develop clear, concise process documentation, “how‑to” guides and FAQs tailored to different audiences (People team, line managers, colleagues).
- Deliver training sessions or clinics for key user groups, gathering feedback to refine content and processes.
- Work with the People Communications/HR Comms team to coordinate messaging and rollout plans.
Job Architecture and Reward Analytics (Supplementary aspects of Role)
- Own the job architecture in the People System, ensuring governance is maintained.
- Carry out reviews of salary ranges v market data. Highlighting disparities and inconsistencies and proposing solutions.
Maintain pay range and holiday data including adjustment for cost of living and Real Living Wage increases.
A little bit about you...
Skills and Capabilities
- Strong understanding of People/HR processes across the employee lifecycle, ideally in a fast‑paced, multi‑site or international environment.
- Hands‑on Workday configuration skills (e.g.implementing modules, business processes, condition rules, notifications, security groups, calculated fields, reports).
- Excellent numeracy and Excel skills including more advanced Excel functions.
- Confident communication skills, engaging with stakeholders at different levels, asking challenging questions, explaining processes in simple terms and translating business requirements into practical Workday solutions.
- Hold a good knowledge of AI tools, and confident to try new ways of using it.
- Good analytical and problem‑solving skills, using data and evidence to provide clear stories and recommendations.
- Organised and able to manage multiple changes and small projects simultaneously, while meeting deadlines and maintaining attention to detail.
- Curious, proactive and comfortable working in an environment of continuous improvement and change.
Experience
- Demonstrable, hands‑on Workday configuration experience (not just end‑user), including design, testing and deployment of changes across much of the Workday suite.
- Solid experience in a People operations or People technology role with exposure to end‑to‑end process design and improvement.
- Experience working with cross‑functional teams (e.g. Business stakeholders, People Team, IT, Finance) to deliver process or system changes.
- Preparation of clear reporting and analysis that anticipates the needs of a board level audience.
A little bit more about us...
We believe in building a diverse and inclusive culture and positive employee experience.
We are One Team, more than just ourselves.
We are customer first, we understand, and help solve our customers’ problems.
We Test & Learn, we are empowered to learn and grow, unafraid of change.
We choose to care, we are committed to doing the right thing, the right way.
It’s really important to us that we give as much to our colleagues as they give to us.
Our latest Belonging Survey showed that our colleagues feel valued and listened to as we continue to build an environment where everyone can thrive, grow, belong and be their authentic selves.
We believe that diversity of thought, experience and background provides the platform for great creativity,
We are committed to equal employment opportunities regardless of race, colour, ancestry, religion, national origin, sexual orientation, age, citizenship, marital status, disability or gender identity.
Many of our Colleagues work flexibly in many different ways. Please talk to us at interview about the flexibility you need. We can’t promise to give you exactly what you want, but we do promise not to judge you for asking.
About our recruitment process….
1. You find or get sent this job advert, read it, and feel like you’re you’d be a great addition to the JCD family.
2. You send in your application to let us know you’re interested.
3. We see your application, get excited, and give you a call.
4. You’ll meet us twice, depending on the role prepare a presentation and we’ll get to know each other.
5. You’ll begin your journey with us, we're excited to support and develop you throughout your career.
