HR Workstream Project Manager, Director - Fixed Term Contract
London, LND, GB, EC2M 2AT
SMBC: A trusted partner for the long term
Here at SMBC Group, we want to help you find the next step in your career so read on to discover if this opportunity is the one for you. We like to recognise potential in our people, so we welcome your application even when your experience doesn’t perfectly align with the job description. Whilst we’ll always strive to be better, we’re proud of our inclusive culture, and encourage our applicants and colleagues to be their authentic, unique selves.
Who we are
United by a sense of purpose towards our customers – to be a trusted partner for the long-term – and our universal banking platform in EMEA, SMBC Group has an international growth agenda and award-winning products, meaning we provide exciting opportunities to work on a diverse range of projects and initiatives. We deliver a full suite of corporate finance products and solutions to our customers as well as investment banking and advisory services, and a range of innovative solutions in global capital markets. Read on to find out how you could enhance your skills and gain valuable experience, by joining us to support our clients transition to a sustainable future.
Role Summary
We are looking for an HR Workstream Project Manager (Director) to join our team. They will be responsible for supporting the delivery of the end‑to‑end delivery of the Core HR workstream within a global HR transformation programme, helping to connect the dots from Core HR (EC, Onboarding, Offboarding, ESM) across other HR COE workstreams. The Core HR workstream covers employee lifecycle services, including onboarding, joiners, movers, leavers, employee lifecycle management, position management, job change administration, Ask HR (HR ticketing system) design and set up and associated workflows, controls, and reporting.
The role will provide project management support to Global Head of HR Operations in planning and execution across the Core HR scope, ensuring delivery against time, , quality and governance expectations, and represents the Core HR workstream within the HR Transformation Programme PMO, helping align dependencies across programme workstreams.
Business Area
Global HR transformation typically requires coordinated change across processes, systems, service delivery and data, with strong integration across HR operational services and HR technology. Core HR processes are foundational and connect to multiple HR COEs and downstream consumers of HR data; therefore, this role is central to delivering consistent lifecycle journeys and reliable position/organisation data for reporting and decision‑making.
Position Description
A. Workstream leadership & delivery ownership
Own and maintain the Core HR workstream plan, milestones, deliverables and inter‑workstream dependencies; ensure outcomes are delivered to schedule and agreed quality.
Lead and coordinate workstream resources (SMEs, BAs, vendors/partners where applicable), ensuring clear task ownership and delivery cadence.
In collaboration with Global Head off HR Operations, drive delivery of Core HR scope across the employee lifecycle (joiners/movers/leavers/job changes/position management), ensuring coherent end‑to‑end journeys and operational readiness.
B. Planning, governance, controls & reporting (PM discipline)
In conjunction with Tokyo Core HR PMO continuously manage high‑level and detailed project/workstream plans (e.g., one‑page reporting view plus detailed plan in MS Project), including third‑party and technology plans where applicable.
Maintain workstream governance artefacts including RAID (Risks, Assumptions, Issues, Dependencies) logs, actions, decisions and status reporting in conjunction with Tokyo Core HR PMO.
Prepare materials for workstream forums and contribute to programme‑level reporting cycles through the PMO (packs, minutes/notes, status, and escalations as required).
C. Scope, requirements, and integrated design
Coordinate Core HR requirements and design outputs across process, policy, controls, service delivery and technology enablement, ensuring traceability from requirements to delivered outcomes.
Work with neighbouring HR workstreams (e.g., Talent, Reward, Mobility, L&D) to align touchpoints, handoffs, and shared data elements (e.g., job/position events feeding compensation, performance, learning eligibility, reporting).
Manage scope changes through governance: assess impacts, document options, and escalate decisions through agreed forums.
D. Testing, cutover and business readiness
Plan and coordinate workstream readiness activities (training inputs, comms inputs, go‑live activities checklist, and workstream sign‑offs) and support Go/No‑Go governance expectations.
Coordinate UAT preparation and execution for Core HR processes, partnering with Change & Adoption and Technology teams to confirm readiness and adoption.
F. Risk, compliance, data privacy and evidence management
Ensure required control evidence and artefacts are produced and stored appropriately (e.g., meeting packs/minutes, checklists, sign‑offs) in line with project procedures.
Support completion/coordination of privacy and information management steps expected of project managers for transformation initiatives, partnering with relevant data/privacy stakeholders as required.
Skills and Experience
Essential experience
Demonstrable delivery experience as a Project Manager / Workstream PM on complex, cross‑functional programmes, ideally HR transformation or HR operations change.
Strong command of PM fundamentals: integrated planning, RAID, governance reporting, scope control, stakeholder management, and delivery cadence.
Experience coordinating across multiple HR service lines and interfacing with HR systems / HRIS teams (or comparable enterprise platforms).
Core capabilities
Ability to translate Core HR operational needs into structured deliverables and phased plans; confident managing dependencies across HR COEs and tech/data teams.
Excellent written and verbal communication; produces crisp governance materials suitable for PMO/SteerCo audiences.
Comfortable operating in global, matrix environments; able to influence without authority and drive decisions to closure.
Experience with SAP Success Factors modules
Desirable
Experience with HR operating model / service delivery change and/or lifecycle automation.
Familiarity with formal transformation lifecycle controls, evidence management, and privacy/data risk considerations.
Exposure to HR data/reporting, data quality initiatives, or process taxonomy / requirements traceability approaches.
Competencies
What we offer
For all the expertise and experience you bring to help us make a difference, it’s only sustainable if we support you to build your career and be your best self so we offer competitive company benefits, centred around promoting positive well-bring and work-life balance. We also believe in fostering a diverse and inclusive work environment, where all team members perspectives and contributions are valued. Initiatives in place which promote a diverse and inclusive culture and healthy work life balance include hybrid working, Sport & Social Clubs and Diversity and Inclusion networks.
As an employee of SMBC you have access to a host of both useful and exciting benefit offerings. See below some of the benefits on offer to you:
- Hybrid and flexible working
- Competitive paid leave days
- Benefits to support your physical wellbeing, including private medical insurance and life and invalidity insurance
- Various policies to support your mental wellbeing, including a robust behavioural health network with counselling and coaching services
- Access a wide range of learning and development opportunities and career progression opportunities
- Ambitious remuneration package
So, if you like a challenge and want to continuously grow and develop in a role where you will be supported along the way by a dynamic and diverse team, apply today!!
We recognise our role as a bank to support social change and welcome all applications, including those from groups often under-represented in financial services. We value the uniqueness of professional and personal, backgrounds and perspectives as they play a vital role in continuing the sustainable growth of our organisation. We’ll ensure reasonable adjustments to our recruitment process are offered due to a disability or long-term condition whenever requested.
We are committed to transparent and equitable pay practices. Compensation is determined using objective criteria, including skills, experience, and role responsibilities, and applied consistently throughout our recruitment processes. We do not request candidates' pay history and are committed to preventing unjustified pay disparities.