Overview

Background

Why is an HR Transformation programme needed?

The role of Human Resources is to support the University in achieving its vision to be a truly global University benefitting society as a whole and to facilitate the achievement of the University’s Strategic Plan through the delivery of a range of HR strategies and processes designed to attract, develop and retain a highly motivated workforce, fully engaged with the University and its strategic goals of excellence in education, excellence in research and excellence in innovation.  Delivering this ambitious agenda will require a significant programme of change, to policies, processes and service delivery models which, in turn, require to be underpinned by effective, efficient and responsive technological solutions.

This programme of activity is one of business change, requiring a review and potential redesign of HR, Payroll and Pensions business services and processes in alignment with the University’s overall strategy and goals. While systems will enable the delivery of these services, a decision on the appropriate choice of technology can only be taken once greater clarity is achieved as to the processes and service model required. The project approach will be to maximise the early attainment of benefits whilst managing the process of introducing change to the business, this project must respond to the significant frustrations that business users have with current business processes and the configuration of technology that delivers these.

The HR Transformation project will enable the upgrade or replacement of the University’s current Oracle R12 HR, Payroll and Pensions systems which come to the end of extended supported life in December 2019 and will be informed by the University People Plan, Finance Strategy, and by the outputs of the Maxxim Consulting Service Excellence Programme and the University BI/MI project.

This first HR Transformation project, HRS088, will set out a recommended Governance structure and approach for delivering the whole Major Initiative

Scope

• In Scope: This project will provide a Governance framework and Delivery approach for the HR Transformation Major Initiative.
• Out of Scope: This project will not be delivering any of the analysis of the As-Is/To Be HR & Payroll Business Processes or completing any procurement of consultancy

Objectives

• Define Governance structure for HR transformation (this will include the articulation with related Governance bodies in the University)
• Recommend Governance membership - who would best fulfil the roles in the Governance of the Transformation
• Consider the best use of consultancy in the HR Transformation programme, indicating the Recommended option
• Define the analysis approach and consultation activities that will need to take place and provide recommendations
• Define the Scope of the other projects required to deliver the Transformation programme and their expected timelines
• Consider the Procurement implications for the Transformation programme based on recommendations from points above
• Review the costs in the Business Case and revise where necessary

Deliverables

• Approved Governance structure
• Approved membership of the Governance roles
• Approved Approach to HR Transformation programme
• Approved use of Consultancy to deliver HR Transformation
• Recommended Roadmap to deliver HR Transformation
• Indication of expected and potential Procurement activities
• Approved costs for HR Transformation Programme

Benefits

• This Project will provide clarity, for the University and those responsible for delivering the Transformation in HR, on what will need completed, when it will need completed and by whom.
• The Benefits of the HR Transformation programme will not begin to be realised until the next projects in this Major Initiative are underway/completed.
• The Governance and Membership work in this project will set out the Leadership and Responsiblity for the Change Management of the HR Transformation project.
• This project's work will provide a roadmap to deliver the HR Transformation. This will be a very challenging Change project and providing a high-level roadmap will provide reassurance to stakeholders that it can be done. 

Success Criteria

• Approved Governance Structure and Membership
• Approved Change Management ownership
• Approved HR Transformation Roadmap