Shape the future of our colleague experience.

Are you an accomplished transformation leader who can turn complex processes, systems and data into a clear plan for change?

We are looking for an experienced leader on an interim basis to work on behalf of HR during the discovery and planning phase of a major SAP-enabled Hire-to-Retire transformation.

This is an 8-12 months opportunity to influence how our people processes work across recruitment, onboarding, talent, performance, development, employee information, analytics, time and attendance, and payroll.

You will bring together business priorities, SAP capabilities and external best practice to create a realistic, value-led transformation roadmap and prepare the organisation for successful delivery.

The opportunity

Working closely with functional leaders, subject-matter experts and external consultants, you will provide the challenge, structure and direction needed to turn discovery findings into practical action.

You will help define the future state for our processes, technology, data and organisation, identifying the critical path-clearing work required to make change possible. You will also ensure that recommendations are relevant to the business, commercially sound and aligned with SAP standardisation principles.

Success will mean giving senior leaders a compelling, evidence-based roadmap, supported by clear priorities, business cases, governance, success measures and an execution-ready mobilisation plan.

What you’ll be doing:

Leading HR’s contribution to the discovery and diagnostic phase across Hire-to-Retire processes, systems and data.
Assessing the current operating model, identifying process pain points, inefficiencies, risks and value opportunities.
Validating and challenging findings from external advisers and internal subject-matter experts.
Acting as the key orchestration point between functional leaders, business experts and third-party consultants.
Ensuring partner outputs are high quality, commercially valuable and brought together into one coherent transformation narrative.
Applying deep Hire-to-Retire expertise across core HR, recruitment, talent, performance, development, time and attendance, payroll, data and related systems.
Aligning process redesign with SAP best practice, including S/4HANA and SuccessFactors, while avoiding unnecessary customisation.
Identifying opportunities for simplification, standardisation, automation and better use of data.
Defining the future-state operating model and develop a sequenced, value-prioritised transformation roadmap.
Identifying critical enablers such as data harmonisation, data deletion, master-data governance, process standardisation and the reduction of technical debt.
Building the value framework and high-level business cases needed to support investment decisions.
Facilitating cross-functional workshops and decision forums, translating complex analysis into clear executive recommendations.
Establishing transformation guardrails, governance, success measures and value tracking.
Creating the resourcing, costing and mobilisation plan

What we need from you

You will be an analytical, outcome-focused leader who is comfortable operating in ambiguity, constructively challenging senior stakeholders and converting complexity into a pragmatic course of action.

You will bring:

Proven experience leading discovery and roadmap phases within large-scale, SAP-enabled transformation programmes.
Deep end-to-end Hire-to-Retire process knowledge, including payroll.
Strong knowledge of SAP best practice, S/4HANA and SuccessFactors, with an understanding of the dependencies between processes and systems.
Experience managing and challenging Tier 1 consultancies, professional advisers or systems integrators.
Strong commercial judgement, including value-based prioritisation and business-case development.
The ability to translate complex analysis into clear, practical and sequenced transformation plans.
Experience of complex, multi-vendor enterprise environments.
Excellent stakeholder engagement skills at every organisational level.
A structured and evidence-led approach, combined with the confidence to influence decisions and build consensus.

Experience gained within a Tier 1 professional advisory firm, a global SAP systems integrator or an in-house transformation environment would be particularly valuable. A degree is optional, while project management or change management certification would be advantageous.

The kind of leader who will thrive here

You will think big while remaining grounded in what can be delivered. You will embrace change, stay curious, work across organisational boundaries and take ownership for outcomes. Just as importantly, you will create clarity for others, invite different perspectives and build confidence around the journey ahead.

Why join Premier Foods?

Premier Foods is one of Britain’s biggest listed food companies, with more than 4,000 colleagues working across manufacturing sites and offices around the country. Its much-loved brands include Mr Kipling, Bisto, Batchelors, Ambrosia, Sharwood’s, Oxo, Loyd Grossman, Homepride and McDougall’s.

Our employee proposition is built around People, Brands, Growth, Warmth and Individuality. We want colleagues to have opportunities to grow, take on meaningful challenges and contribute to brands enjoyed by millions of consumers. We are committed to creating a warm, collaborative environment where different voices are heard and colleagues can bring their authentic selves to work.

If you are motivated by complex transformation, enjoy bringing people and ideas together, and can turn discovery into an actionable plan for sustainable value, we would love to hear from you.

Premier Foods

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