Purpose of the Role
To lead the change and adoption workstream and embed change management strategies resulting from the HRIS / Payroll Replacement Programme ensuring organisational readiness, effective stakeholder engagement, and adoption of new processes and systems. This role is pivotal in supporting workforce transition to managed services, maintaining business continuity, and aligning with the organisation’s broader transformation strategy.
Key Responsibilities
Change Strategy and Execution
- Successfully design, deliver and implement change management workstream plan and component deliverables, as part of major change programme on time and on budget.
- Develop and implement an end-to-end change management framework tailored to the HRIS/Payroll Programme implementation.
- Collaborate effectively with Workstream leads to align and integrate change activities with programme phases providing support and expertise as required.
- Conduct change impact assessments, readiness evaluation, and adoption analysis to inform transition plans.
- Define and implement in collaboration with BAU Teams the Target Operating Model for payroll to transition to a Managed Services Model.
- Lead delivery of training needs analysis and targeted learning strategies to support adoption of new the HRIS and Payroll systems and processes.
- Create actionable deliverables for the change management levers: communications plan, sponsor roadmap, coaching plan, training plan, resistance management plan, post go live stakeholder (including vendor) engagement plan.
- Champion change across the programme and organisation, ensuring leaders are empowered to model and support change.
- Guide the uplift of change capability across impacted teams, including local change champions or business SMEs.
- Lead stakeholder mapping and engagement planning across affected business units, People, ICT, Data and external partners.
- Design and deliver cohesive, clear, timely multi-channel communication strategies tailored to diverse audiences including executives, unions, and end-users through well organised User Voice Forums.
- Collaborate with internal communications stakeholders to ensure messaging is consistent across the organisation, aligned with other organisational messaging and embeds organisational values, while allowing for localised or role-specific communication where required.
- Translate complex programme information into clear, relevant, and timely messages that articulate the “why,” “what,” and “what’s next.
Essential
- Proven track record in change leadership roles on large-scale ERP or HRIS /Payroll implementations.
- Strong stakeholder management and influencing skills, particularly with unionised workforces and senior governance groups.
- Proactive, results driven approach to leading, managing and delivering outcomes that meet the programme and business needs.
- Collaborative approach to achievement of programme outcomes, leads, delivers supports and contributions widely across programme workstreams.
- Expertise in change impact assessments, workforce transition, and business process change.
- Experience working within structured programme governance models and assurance frameworks.
- Familiarity with transition to managed services and BAU operating model design.
Desirable
- Understanding of payroll and HR processes within complex public sector or regulated environments.
- Exposure to Agile or hybrid delivery environments.
- PROSCI or equivalent change management accreditation.
- Experience with systems such as aPay (Dayforce), Workday, or similar in an HRIS/Payroll context.
Training providers/Vendors
Direct Reports
Up to 2 – Change Analyst, Communications Advisor
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