People Portal Implementation Project Manager

HR and workforce transformation Work with workforce subject-matter experts to understand current processes, identify gaps and coordinate future-state process design. Ensure HR, payroll, recruitment, learning, absence, employee and manager processes are represented in implementation planning. Coordinate assessment of policy, procedure, role and operating model impacts arising from the People Portal. Promote standardisation, simplification, appropriate controls and effective handover into business as usual. Ensure clinical and operational workforce needs are considered in design, readiness and deployment decisions.

Digital, technical and service readiness Act as the principal link between Workforce and OD and Digital teams for implementation planning and delivery. Coordinate technical readiness, environments, access, identity, interfaces, integrations, infrastructure and service support requirements. Ensure technical decisions, constraints and dependencies are recorded, owned and reflected in the integrated plan. Coordinate operational readiness, cutover, go-live support, incident escalation and transition to support arrangements. Ensure delivery aligns with Trust digital governance, cyber security, information governance and clinical safety requirements where applicable.

Leadership and continuous improvement Provide visible, inclusive and credible leadership across the programme, creating clarity and shared accountability. Line manages or matrix-manages project staff and workstream contributors where assigned. Build project capability through coaching, constructive challenge and consistent use of delivery standards. Identify lessons, share good practice and embed continuous improvement throughout implementation. Deputise for the programme lead or represent the programme at internal and external forums when required.