Job Purpose

The People Systems Analyst is responsible for leading on the development and implementation of new innovative HR technology solutions to enable the delivering of our Enterprise, People and Digital strategies. The role holder will deliver best of breed technology solutions to optimise processes, deliver an exceptional employee experience, and enhance data integrity to provide actionable insights. The incumbent will be the technical design authority, leading complex technical and transformational change projects, ensuring seamless integration and functionality of systems, while driving innovation and continuous improvement. By collaborating with cross-functional teams, the People Systems Analyst will ensure HR technology solutions are scalable, secure, and future-proof, thereby supporting the organisation’s strategic objectives and fostering a high-performing, data-driven workplace.

Principal Accountabilities

Strategy: Provide thought leadership on emerging HR technologies, constantly horizon scanning and assessing trends to inform our future technology roadmap. Act as a senior advisor on HR systems, providing expertise and recommendations to senior stakeholders.

Stakeholder Management: Collaborate with HR, IT, and other departments to understand complex business problems and deliver fit for purpose technology solutions. Serve as the primary liaison between HR and technology teams, ensuring clear communication and effective partnership. Inline with public sector procurement regulations, engage with external vendors, consultants, and support providers to evaluate and implement HR technology solutions.

System Analysis and Design: Lead the analysis and design of HR technology solutions, ensuring they meet business requirements, deliver an exceptional user experience, and align with industry best practice.

Implementation and Support: Lead the design, development, and implementation of new HR systems and enhancements to existing systems. Ensure the integration of HRIS with other business systems and data sources are robust and secure. Conduct system audits, identify areas for improvement, and drive continuous improvements.

Project Management: Lead complex HR technology projects, including schedule management, resource allocation, and stakeholder communication. Ensure projects are delivered on time, within scope, and on budget.

Data Management and Analytics: Ensure the integrity, security, and accuracy of HR data across systems. Develop and deliver advanced analytics and reporting capabilities to support data-driven decision-making. Champion the use of data and analytics in HR strategy and operations.

User Training and Support: Develop training materials, educate key stakeholder on the “art of the possible” and conduct training sessions for end-users. Provide technical support and resolve system-related issues.

Continuous Improvement: Identify opportunities for process improvements and system enhancements. Stay current with HR technology trends and recommend innovative solutions.

Governance and Compliance: Establish and enforce policies and procedures related to HR systems usage, access and data management. Ensure compliance with relevant legal and regulatory requirements, including data privacy and security standards. Conduct regular reviews and audits to maintain compliance and identify risks.

Authorities & Dimensions

Authorities: Technical design authority.
Line management: Matrix management, multiple internal and supplier cross functional teams.
Budget: Up to £2m projects

Qualifications & Experience

• Bachelor’s degree in human resources, information technology, or equivalent experience.
• Broad knowledge of HR processes, covering the full employee lifecycle; recruitment, onboarding, core HR, payroll, absence, attendance, performance, talent and learning.
• In-depth knowledge of SuccessFactors system configuration, data management, integration, and reporting capabilities or other Tier 1 application (Workday, Oracle, etc). • Broad understanding and experience implementing CRM, service management solutions such as ServiceNow, Pega, etc.
• Strong data management, analytical skills and experience with enterprise grade data analysis and reporting tools such as, Alteryx, SQL and Power-BI
• Exceptional broad technical skills to develop innovative solutions using enterprise scale solutions, e.g. MS PowerSuite, Artificial intelligence.
• Strong experience in producing technical specification and technical design documentation with strict change management.
• Supplier and contract management ensuring vendors deliver projects and support to time quality and cost.
• Proven track record of leading or significantly contributing to multiple full lifecycle implementations of HRIS modules.
• Comprehensive understanding of information security risk, experience writing and assessing data protection impact assessments (DPIA) and GDPR requirements.
• Excellent communication, leadership, and stakeholder management skills. Experience engaging with senior leaders.
• Desirable: SAP SuccessFactors certification(s) in modules such as Employee Central, Employee Central Payroll, Performance and Goals Management, Learning Management.
• Desirable: Certifications such as CIPD, APM, ITIL, PRINCE2, or Agile certifications.

Role Context & Challenges

Sellafield Ltd implemented SAP HR in 2015. The system is a central repository of all people information covering approximately 28,000 individuals. The userbase is made up of 11,500 users and 400 back-office users.

We are now at a crossroad to define our future HR technology strategy, delivering customer focussed results and removing the risk of obsolescence across the estate.

Sellafield Ltd is under increasing pressure to reduce costs whilst HR must deliver increased value.

A review of HR information systems in 2018/2019 confirmed the need to develop a HRIS capability within the HR function. The traditional model involves a high reliance on IT resource together with being forced to engage third parties to perform HR technology configuration changes; resulting in high costs and uncertain / undesired timescales.

There is a need to implement cutting-edge HR technologies, including major IT projects, and reporting tools to streamline self-service accessibility and improve back-office operations.

Additional Information

• Open VN
• Number of Vacancies: 1
• Contact/s: Shaun Mossop

The interviews for this vacancy are expected to be between w/c 10th and 17th February 2025.

ASW’s may have the right to apply for internal Sellafield Ltd vacancies. Please note if you are an Agency Supplied Worker you are required to attach evidence of all qualifications obtained to support your application. We require a minimum of A*-C GCSE in English, Maths & Science/IT or equivalent / higher qualification.

If you choose to apply for this role and your application is shortlisted by the hiring manager, you will be invited to a competency based interview. In the interview, you will be assessed against the below competencies:

Behavioural:

Technical:

Please see link to the competency framework for further information:
https://slportal.ssa-intra.net/pub/SC001/00027/Competency%20Framework/Forms/AllItems.aspx

If your technical competency is not in the above framework, please refer to the profession’s share point page for further information.

Sellafield Ltd are recognised as a Disability Confident Employer (Level 3). Disability Confident employers offer an interview to disabled applicants that meet the minimum criteria for a vacancy. Sellafield Ltd define the minimum criteria as the ‘essential skills’ which are listed on the vacancy notice. Whilst completing your application form, you will be able to indicate if you wish to be considered under the disability confident scheme. If you would prefer to discuss this directly with us, please contact the GBS Recruitment team on recruitment@sellafieldcloud.co.uk.

Please ensure that you save a copy of this advert for future reference if you make an application for this role.