JOB PURPOSE
The Engagement Lead is responsible for ensuring clarity and programme alignment among key stakeholders regarding upcoming changes, with a focus on facilitating the necessary transformations to ensure a successful programme. This role involves managing key stakeholder agreements, aligning strategies for those impacted by changes, and ensuring comprehensive engagement through effective communication. The Engagement Lead will ensure that stakeholders are bought in to lead their teams through change to new ways of working, while strategically supporting and collaborating with the Change and Adoption Workstream Lead to enhance programme effectiveness.
The Nexus Programme (Payroll Transformation – powered by Workday) will:
1. Fix Payroll: We will integrate off-system payroll processes, fix broken integrations, and build new ones to enable standardised, system-driven/automated payroll operations and achieve consistently 99% payroll accuracy.
2. Power our Future: We will implement standard, end-to-end processes, and enable workflow and automation to reduce complexity and avoid unnecessary step-outs from standard processes. Enhance data quality, provide better visibility of where a process is, and ensure a scalable way of working.
3. Empower our People: We will enable direct access, introduce system approvals, and equip everyone to work in the new way. This will empower managers and colleagues, increase efficiency, and improve user experience.
4. Collaborate with our partners, stakeholders, and programme colleagues to create a way forward for easyJet and our people.
JOB ACCOUNTABILITIES
1. Stakeholder Engagement: Serve as a trusted partner to the Project Sponsor, Business Lead and the Change & Adoption workstream, spearheading the engagement and business change strategy and overseeing its implementation across the Nexus programme.
2. Strategic Leadership: Support the change strategy to represent easyJet and its workforce, securing alignment and consensus among all key stakeholders to facilitate the implementation of programme changes.
3. Stakeholder Management: Build and maintain strong relationships with key stakeholders, including union representatives, management, and employees. This involves regular communication and ensuring that all parties are informed and consulted on transformation initiatives.
4. Communication: Support the development and implementation of a communication strategy that effectively conveys the goals, benefits, and impacts of the transformation programme to all stakeholders. Ensuring that communication is clear, transparent, and consistent is crucial, especially when dealing with unions and highly influential stakeholders.
5. Conflict Resolution: Act as a mediator to resolve conflicts that may arise between different stakeholders, particularly between management and unions. This includes negotiating solutions that align with the objectives of the transformation programme while addressing the concerns of the unions.
6. Change Management: Facilitate the change process to ensure that it is smooth and that stakeholders are supported throughout. This includes preparing for resistance to change, particularly from unions, and implementing strategies to manage and mitigate such resistance.
7. Strategy Development: Collaborate with programme leadership to develop strategies that align the transformation programme with the overall business objectives. This includes integrating union perspectives and concerns into the programme strategy to ensure buy-in and support.
8. Monitoring and Reporting: Track the progress of the transformation programme and report on this progress to senior management and other stakeholders. This includes evaluating the impact of the programme on employee relations and union engagement.
9. Compliance and Governance: Ensure that the transformation programme complies with legal and regulatory requirements, particularly in relation to labour laws and union agreements.
10. Feedback Integration: Collect and integrate feedback from all stakeholders, including unions, to improve the programme and address any ongoing concerns.
KEY SKILLS REQUIRED
The Nexus Engagement Lead will possess a blend of leadership skills and business acumen to enable the change that is required for the programme to deliver a successful transformation of Workday and realise tangible value for easyJet.
1. Project Management: Strong project management skills to effectively lead and coordinate the end-to-end implementation of the transformation project. This includes planning, resource allocation, risk management, and adherence to timelines and budgets.
2. Change Management: Ability to develop and implement comprehensive change management strategies to facilitate smooth adoption of new processes and technologies. This involves stakeholder engagement, communication planning, and addressing resistance to change.
3. Stakeholder Engagement: Excellent interpersonal and communication skills to build and maintain strong relationships with key stakeholders across easyJet and externally. This includes senior leadership, Operations, HR, Finance, IT, Unions, Works Councils, and external vendors such as payroll providers.
4. Leadership: Strong leadership capabilities to inspire and motivate cross-functional teams, drive collaboration, and foster a culture of continuous improvement. This includes providing direction, coaching, and support to team members throughout the transformation journey.
5. Problem Solving: Proven ability to identify, analyse, and resolve complex issues and challenges related to Workday, system and process implementation, and integration. This involves critical thinking, troubleshooting, and decision-making skills.
6. Adaptability: Ability to adapt to changing priorities, requirements, and business needs in a dynamic and fast-paced business environment. This includes being flexible, resilient, and proactive in responding to new challenges and opportunities.
Skills Required
1. In-depth functional knowledge and hands-on experience with Workday Core HCM, Payroll, and other relevant systems. Familiarity with Workday and process best practices, configurations, and integrations (desirable).
2. Knowledge of HR processes, practices, and ways of working (desirable).
3. European union and works council relationship management (desirable).
4. Experience as an Engagement Partner, HR Business partnering, and industrial relations experience.
5. Leadership on transformation programs.
BENEFITS
1. Competitive base salary
2. Up to 30% bonus
3. 25 days holiday
4. BAYE, SAYE & Performance share schemes
5. 7% pension
6. Life Assurance
7. Flexible benefits package
8. Excellent staff travel benefits
Location & Hours of Work
This full-time role will be based in Luton and will be 40 hours per week. Hybrid working with 3 days in the office.
About easyJet
At easyJet our aim is to make low-cost travel easy – connecting people to what they value using Europe’s best airline network, great value fares, and friendly service.
It takes a real team effort to carry over 90 million passengers a year across 35 countries. Whether you’re working as part of our front-line operations or in our corporate functions, you’ll find people that are positive, inclusive, ready to take on a challenge, and that have your back. We call that our ‘Orange Spirit’, and we hope you’ll share that too.
Apply
Complete your application on our careers site.
We encourage individuality, empower our people to seize the initiative, and never stop learning. We see people first and foremost for their performance and potential and we are committed to building a diverse and inclusive organisation that supports the needs of all. As such we will make reasonable adjustments at interview through to employment for our candidates.
Job Family – HMP1
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