HR Digital Senior Manager 

Role Purpose 

The HR Digital Senior Manager is accountable for the leadership, optimisation, and ongoing evolution of the organisation’s HR digital landscape, with a primary focus on Workday. 

Reporting to the Head of Reward and HR Digital, with a dotted line to the Head of Business Solutions (IT), this role acts as a critical bridge between HR, IT, and the wider business. The role owns the HR digital roadmap and operational integrity of Workday, ensuring HR systems deliver business value and excellent user experience, while being pragmatic, scalable, and cost-effective. 

Leading a small internal team of functional and technical specialists, the role emphasises strong vendor and AMS partner management, prioritisation, flexibility, and hands-on leadership.   

You will work collaboratively with IT colleagues to ensure the platform meets enterprise standards for security, integration, resilience and architectural alignment.  

Key Responsibilities 

HR Digital Leadership 

• Own the end-to-end HR systems strategy and roadmap, ensuring alignment with HR and enterprise digital strategies. 

• Act as the Product Owner for Workday, driving continuous improvement and adoption across Core HCM, Reporting, Security, and relevant functional areas. 

• Balance strategic development with operational stability, ensuring the platform supports both current and future business needs. 

• Maintain a deep, end-to-end understanding of HR processes and employee journeys, ensuring Workday configuration supports simplicity, consistency and scalability. 

• Lead and manage a small internal delivery team of functional and technical specialists, using an optimal blend of internal capability and third party partners. 

Service Delivery & Operational Excellence 

• Ensure stable, secure, and compliant operation of HR systems, including data integrity, security roles, and privacy obligations. 

• Oversee Workday releases and regression testing, coordinating internally and with AMS partners to minimise disruption. 

• Use data, dashboards, and reporting to improve decision making and demonstrate system value to HR and the business. 

• Own incident and problem management for Workday, ensuring timely resolution, clear escalation and continuous improvement. 

Stakeholder Partnership & Governance 

• Partner closely with HR leadership, Finance, IT, and business leaders to translate requirements into clear, prioritised system solutions. 

• Serve as the primary interface between HR and IT, working in a matrix environment to ensure strong collaboration, clear governance, and effective delivery. 

• Establish and maintain appropriate system governance, change control, and decision making forums suited to a lean operating model. 

• Act as the principal HR Digital representative for Workday in governance forums, including Business Solutions and enterprise wide boards. 

• Present priorities, trade-offs, scope and high level costings for Workday initiatives, supporting informed decision making by senior stakeholders. 

Vendor & Relationship Management 

• Own the relationship with Workday and third-party implementation and support partners. 

• Ensure partners deliver against agreed outcomes, service levels and budgets, with clear accountability and performance management. 

Continuous Improvement & Change 

• Identify opportunities to simplify processes, automate activity, and improve user experience across the employee lifecycle. 

• Support HR transformation initiatives, organisational change, and new people programmes through effective digital enablement. 

• Champion adoption and understanding of Workday across HR and the wider organisation. 

About You 

• Significant experience leading HR digital or HRIS functions within a Workday environment. 

• Proven experience operating within a lean team model, relying on AMS and vendor partners for delivery. 

• Strong understanding of HR processes and how systems enable effective people management. 

• Demonstrated ability to balance strategic thinking with hands on delivery in a midsized, global organisation. 

• Experience working in a matrix environment, partnering closely with IT and other functions. 

• Strong stakeholder management, prioritisation, and influencing skills.  

• Confident senior stakeholder operator, able to translate technical concepts into clear business and HR outcomes.