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Head of HR Transformation
at Vodafone in Newbury, UK
Essence of Role
Impact on the business
•Ensures that the HR FSOM is aligned to the overall strategic goals of Vodafone Group and HR in particular.
•Brings external and internal best practice to bear on the development of the HR FSOM to enable Vodafone HR in its goal of World Class HR
•Creates and owns the roadmap for the HR FSOM. I.e. what elements of HR FSOM will be implemented where and by when. Influences at HRD level to ensure buy in to the HR FSOM and the OpCo’s deliverables in the Roadmap.
•Leads the identification of and agreement to areas of FSOM for global adoption and also where FSOM should allow local flexibility
•Leads strategic analysis/evaluation projects related to the FSOM,
•Maintains the business case for the HR FSOM identifying the benefits to be delivered.
•Is the “Client” of EVO. Contracts with EVO HR Functional Lead for the implementation of the CBM element of the FSOM in all OpCos.
Customers, supplier and third parties
•Build and maintain influential relationships with HRDs across the business to facilitate the full adoption of the FSOM.
•Maintains a strong profile externally with respect to HR Transformation, strong network of industry experts/consultants to call upon.
Leadership and teamwork
•Manage the HR Roadmap manager to ensure that the FSOM roadmap is kept upto date and is kept in line with all other initiatives and developments including those on EVO.
•Strong partnership with the EVO HR Functional. Lead that is a key delivery interface. Client/Delivery relationship.
•Partnering with the Regional Organisation and Change teams on HR organisational effectiveness and FSOM Target Org Design.
Innovation and change
•Identifies best practice both internally across Vodafone and also externally in other comparable organisations and assesses the opportunities for its inclusion into the FSOM
•Challenges the status quo; proactive in identifying ways to achieve greater efficiency and effectiveness
•Partner with the Head of Strategic Capability Development to ensure HR FSOM capability requirements are understood and are catered for.
Knowledge and experience
•Understands what World Class HR FSOM should look like
•Understands end-to-end HR processes, including the role of ERP in delivering them
•Has experience in designing HR Operating Models and in leading HR Transformation in Vodafone or comparable organisations.
Communication
•Promote Vodafone HR FSOM successes externally and contribute to external best practice forums.
•Creates network in OpCos of FSOM experts to drive implementation, monitor compliance and identify improvements to the FSOM. Run a monthly HRD call (C.F. the CFO Call) to update on FSOM and implementation progress and bottlenecks
•Develop effective relationships with the Group HR functions, as well as OpCo HRD’s and their associated teams, to enable to enable and maintain buy in to the FSOM.
•Develop appropriate communication and development plans to ensure impacts of HR FSOM on line managers and employees are understood
•Effectively communicate and translate the FSOM and related business principles so that operational teams are able to implement them
•Work closely with Group HR core team, OpCo HRDs, Regional and Local O&C teams, EVO HR Functional Team, EVO Process Governance, EVO People Readiness to promote understanding of and buy in to the FSOM and facilitate its implementation.
Role Dimension
Financial (limits/mandates etc.)
•As per Vodafone Group Authorisation policy
Non-financial (customers/staff etc)
•Manages 1 Roadmap Manager
•EVO HR Functional Lead
•EVO Process Governance
•EVO HR Process Governance
•HR Core Team and Group HR Director
•Opco HR Directors and their teams
•Regional and Local OpCo O&C teams
•External Consultants
•Group Finance
Typical Outputs
•Future State Operating Model Reviews including recommendations for changes, improvements and policy changes
•FSOM Roadmap containing FSOM elements to be implemented, where and by when.
•External benchmarking of HR
•Upto date business case for the HR FSOM.
•FSOM Target Organisation design and Capability Requirements.
•FSOM Benefit realisation metrics, kpi’s and dashboards
•Contribution to CBM process design and process kpi’s to be created by EVO Process Governance or other processes through the contracted delivery team.
•FSOM communications
Technical/Professional Expertise
Impact on the business
•Ensures that the HR FSOM is aligned to the overall strategic goals of Vodafone Group and HR in particular.
•Brings external and internal best practice to bear on the development of the HR FSOM to enable Vodafone HR in its goal of World Class HR
•Creates and owns the roadmap for the HR FSOM. I.e. what elements of HR FSOM will be implemented where and by when. Influences at HRD level to ensure buy in to the HR FSOM and the OpCo’s deliverables in the Roadmap.
•Leads the identification of and agreement to areas of FSOM for global adoption and also where FSOM should allow local flexibility
•Leads strategic analysis/evaluation projects related to the FSOM,
•Maintains the business case for the HR FSOM identifying the benefits to be delivered.
•Is the “Client” of EVO. Contracts with EVO HR Functional Lead for the implementation of the CBM element of the FSOM in all OpCos.
Customers, supplier and third parties
•Build and maintain influential relationships with HRDs across the business to facilitate the full adoption of the FSOM.
•Maintains a strong profile externally with respect to HR Transformation, strong network of industry experts/consultants to call upon.
Leadership and teamwork
•Manage the HR Roadmap manager to ensure that the FSOM roadmap is kept upto date and is kept in line with all other initiatives and developments including those on EVO.
•Strong partnership with the EVO HR Functional. Lead that is a key delivery interface. Client/Delivery relationship.
•Partnering with the Regional Organisation and Change teams on HR organisational effectiveness and FSOM Target Org Design.
Innovation and change
•Identifies best practice both internally across Vodafone and also externally in other comparable organisations and assesses the opportunities for its inclusion into the FSOM
•Challenges the status quo; proactive in identifying ways to achieve greater efficiency and effectiveness
•Partner with the Head of Strategic Capability Development to ensure HR FSOM capability requirements are understood and are catered for.
Knowledge and experience
•Understands what World Class HR FSOM should look like
•Understands end-to-end HR processes, including the role of ERP in delivering them
•Has experience in designing HR Operating Models and in leading HR Transformation in Vodafone or comparable organisations.
Communication
•Promote Vodafone HR FSOM successes externally and contribute to external best practice forums.
•Creates network in OpCos of FSOM experts to drive implementation, monitor compliance and identify improvements to the FSOM. Run a monthly HRD call (C.F. the CFO Call) to update on FSOM and implementation progress and bottlenecks
•Develop effective relationships with the Group HR functions, as well as OpCo HRD’s and their associated teams, to enable to enable and maintain buy in to the FSOM.
•Develop appropriate communication and development plans to ensure impacts of HR FSOM on line managers and employees are understood
•Effectively communicate and translate the FSOM and related business principles so that operational teams are able to implement them
•Work closely with Group HR core team, OpCo HRDs, Regional and Local O&C teams, EVO HR Functional Team, EVO Process Governance, EVO People Readiness to promote understanding of and buy in to the FSOM and facilitate its implementation.
Role Dimension
Financial (limits/mandates etc.)
•As per Vodafone Group Authorisation policy
Non-financial (customers/staff etc)
•Manages 1 Roadmap Manager
•EVO HR Functional Lead
•EVO Process Governance
•EVO HR Process Governance
•HR Core Team and Group HR Director
•Opco HR Directors and their teams
•Regional and Local OpCo O&C teams
•External Consultants
•Group Finance
Typical Outputs
•Future State Operating Model Reviews including recommendations for changes, improvements and policy changes
•FSOM Roadmap containing FSOM elements to be implemented, where and by when.
•External benchmarking of HR
•Upto date business case for the HR FSOM.
•FSOM Target Organisation design and Capability Requirements.
•FSOM Benefit realisation metrics, kpi’s and dashboards
•Contribution to CBM process design and process kpi’s to be created by EVO Process Governance or other processes through the contracted delivery team.
•FSOM communications
Technical/Professional Expertise
Published at 01-09-2010
Viewed: 87 times
Viewed: 87 times