Assistant Director, HR Transformation

The College of Engineering (CoE) is undergoing transformation to enhance operational effectiveness and future-proof its HR support model. We are seeking an experienced HR Transformation & Strategic Operations Lead to drive key projects aimed at improving HR processes, systems, and governance across the College.

Reporting to the CoE HR Cluster Lead, this role will partner closely with the Dean's Office, CoE HR teams, and central functional units (Central HR, HR Shared Services, Finance, etc.) to strengthen coordination and ensure a fit-for-purpose HR operating model that can support the College's business needs.

Key Responsibilities

1. Project Leadership & Transformation Delivery

• Lead and manage the planning, execution, and delivery of HR transformation projects aligned with CoE's strategic priorities.

• Define project scopes, timelines, and deliverables; track progress, risks, and interdependencies across multiple initiatives.

• Coordinate resources and align stakeholders to ensure effective execution of initiatives (e.g., performance management, talent operations, digital workflow improvements).

• Apply structured project management methodologies and tools to monitor delivery and report on milestones.

2. Process Reengineering & Operational Efficiency

• Review and map key HR processes to identify gaps, inefficiencies, and pain points.

• Design and implement process improvements that drive consistency, scalability, and service quality across the College.

• Develop SOPs and maintain a central knowledge hub (e.g., SharePoint) to support process standardization and knowledge retention.

3. Policy Feedback & Risk Mitigation

• Assess how current university-wide policies and HR procedures impact CoE operations from a user and delivery perspective.

• Identify unintended operational obstacles and propose refinements that align with both institutional requirements and College needs.

• Collaborate with central teams to co-create solutions that reduce friction, manage compliance risk, and enable business agility.

4. Stakeholder Engagement & Change Enablement

• Serve as the project liaison between CoE and key stakeholders across central HR and functional units.

• Develop clear communication and engagement plans to support project rollout and adoption.

• Support change management efforts by building awareness, securing buy-in, and providing ongoing training or support where needed.

5. Data Integrity & Project Insights

• Ensure HR data quality and reporting capabilities are robust enough to support decision-making and project monitoring.

• Collaborate with data owners to track metrics, evaluate project impact, and identify opportunities for continuous improvement.

6. Capability Building & Team Support

• Work closely with CoE HR teams to strengthen execution capacity and build familiarity with new processes and tools.

• Provide coaching and implementation support to HR colleagues involved in transformation projects.

Success Outcomes

• On-time and on-budget delivery of high-impact HR transformation projects.

• Tangible improvements in process efficiency, stakeholder satisfaction, and policy alignment.

• Documented workflows, SOPs, and knowledge repositories adopted across CoE.

• Improved HR service delivery capacity and a more agile, future-ready HR operating model.

Key Requirements:

• At least 10 years of experience in HR transformation, operations, or strategic project management in large or complex organisations.

• Strong track record in process redesign, systems implementation, and HR governance.

• Excellent project management, stakeholder engagement, and communication skills.

• Analytical, pragmatic, and execution-focused — able to deliver practical solutions in a dynamic environment.

We regret that only shortlisted candidates will be notified.