Head of HR Operations & Platforms

Head of HR Operations & Platforms

Full Time Permanent position

Role Purpose

The Head of HR Operations & Platforms will lead the delivery and continuous improvement of HR operations, systems and services across Uniphar Group, ensuring efficient, consistent and technology-enabled support for employees, managers and HR teams. The role brings together leadership of HR Operations, HR technology and reporting, with responsibility for ensuring HR services are customer-focused, well-governed and scalable across a growing international organisation.

A key priority for the role will be supporting the implementation of SAP SuccessFactors and the transition from Workday, before taking ownership of the ongoing operations, governance and optimisation of the HR platforms and services landscape. Working closely with HR Directors, divisional HR teams, Technology, Finance and IT, the successful candidate will drive service excellence, process improvement and effective use of technology while balancing strategic priorities with operational delivery.

Key Responsibilities

HR Operations Leadership

• Lead the HR Operations function, including operational support and administration services, establishing clear roles, service standards and ways of working.
• Drive the phased centralisation of agreed HR Operations activities and support resources, working in partnership with divisional HR teams.
• Build a high-performing operations team focused on service excellence, process efficiency, continuous improvement and employee experience.
• Ensure consistent and customer-focused delivery across the employee lifecycle, including oversight of payroll operations and associated providers.
• Develop operational KPIs covering service quality, responsiveness, accuracy, efficiency and customer experience.
• Build a culture of accountability, collaboration and continuous improvement.

HR Technology Platforms and Service delivery

• Ensure HR Operations and HRIS collaborate on process and system changes so that solutions are practical, controlled and aligned with the future operating model.
• Provide leadership for the HR technology landscape, ensuring systems support and business requirements are met.  
• Lead and develop the HR Operations & HR Systems team, with clear accountability for operational services, systems support, reporting, data quality and continuous improvement.
• Ensure system design supports simplified and standardised operational processes rather than replicating legacy ways of working.
• Establish clear governance for HR platforms, workflows, data, releases and access controls.

System led transition and business readiness

• Lead the transition to new ways of working, ensuring HR processes, services and support models are ready for go-live.
• Ensure operational readiness across people, processes, data, controls, documentation, training and support arrangements.
• Oversee the transition from Workday to SuccessFactors, ensuring continuity of HR operations and minimal disruption to the business.
• Establish a sustainable post-go-live operating model, including internal capability, service support and governance.
• Partner with HR, Change and Communications teams to drive adoption and embed new processes across managers and employees.
• Monitor service performance following implementation, identifying opportunities to improve efficiency, employee experience and operational effectiveness.
• Drive continuous improvement across HR operations, processes and enabling technology to support future business growth.

Process and Continuous Improvement

• Lead the review and simplification of HR operational processes across the employee lifecycle.
• Identify opportunities to standardise, automate or remove unnecessary activities.
• Balance Group-wide consistency with legitimate divisional, geographical, legal and regulatory requirements.
• Establish clear process ownership and governance for approving changes.
• Maintain appropriate process documentation, operating procedures and controls.
• Improve the accuracy, consistency and completeness of HR data and reporting.
• Use service data, operational insight and stakeholder feedback to prioritise improvements.

Team Leadership

• Lead and develop the HR Operations and HR systems team.
• Establish clear responsibilities across HR Operations, system administration, reporting and support.
• Build the internal capability required to operate and continuously improve SuccessFactors.
• Create an environment where team members take ownership and identify better ways of working.

Stakeholder Management

• Build strong working relationships with HR Directors, divisional HR teams, , Finance and other key stakeholders.
• Work with HR leaders to agree priorities and support the transition to the future operating model.
• Manage relationships with implementation partners, payroll providers and other third parties.
• Monitor supplier performance, cost and delivery quality, escalating issues where required.
• Reduce unnecessary vendor dependency through effective knowledge transfer and internal capability building.

Experience and Skills Required

Essential

• Significant leadership experience across HR Operations and HRIS experience
• Experience developing or centralising an HR Operations or Shared Services model.
• Experience leading an HR Operations, HR Services or HR technology team within a sizeable and complex organisation.
• Experience supporting or leading a major HR technology implementation or optimisation programme.
• Strong understanding of HR processes across the employee lifecycle.
• Experience establishing operational KPIs, service standards, controls and governance.
• Experience managing technology, payroll or implementation partners.
• Strong stakeholder-management, influencing and decision-making capability.
• Ability to operate at both strategic and detailed operational levels.
• Experience leading teams through organisational, process or technology change.

Desirable

• Strong working knowledge of SAP SuccessFactors, including Employee Central and Time Management modules.
• Experience transitioning from Workday or another enterprise HR platform.
• Experience working with payroll services and providers as part of a broader HR Operations remit.
• Experience operating within a decentralised or rapidly changing international organisation.
• Experience in healthcare, pharmaceutical, life sciences, distribution, supply chain, retail or manufacturing environments.

Qualifications

• Third-level qualification in Human Resources, Business, Information Systems, Technology or a related discipline.
• CIPD qualification is desirable.

Key Competencies

• HR Operations leadership
• HR technology strategy
• Transformation and change leadership
• Process improvement and standardisation
• Customer-focused service delivery
• Data-led decision-making
• Risk and controls
• Stakeholder management and influence
• Vendor and commercial management
• Team leadership and capability building
• Pragmatic problem-solving

 Uniphar Background

Uniphar Group is a rapidly expanding diversified healthcare services business with a global footprint and a proud heritage in Ireland.  Since Uniphar became a publicly listed company in 2019, the Group has grown organically and through a series of strategic acquisitions, which continue to strengthen Uniphar’s international reach. With a workforce of more than 3,000 spread across Ireland, United Kingdom, Mainland Europe, MENA and the USA, Uniphar is a trusted global partner to pharma and medtech manufacturers, working to improve patient access to medicines and treatments around the world.

Uniphar provides outsourced and specialised services to its clients, leveraging the strong relationships with 200+ of the world’s best known pharmaco-medical manufacturers across multiple geographies, enabled by our cutting-edge digital technology and our expert teams. Uniphar is organised into three key divisions: Uniphar Supply Chain & Retail, Uniphar Medtech and Uniphar Pharma

Please note that Uniphar is an equal-opportunity employer; we do not discriminate and welcome all responses.

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