Actively works in partnership with Project Lead to provide HR leadership and guidance in all people matters to build a high performing team which delivers against project needs. Builds a depth of understanding of the programme to proactively anticipate actions needed to resolve skills / performance opportunities and minimise risk. Operates at multiple levels – moving seamlessly between high level strategic discussions to hands on execution. Team Effectiveness and Contract Management Leads the workforce planning by scoping the roles and requirements as the project develops. Ensures high performance within the project team ensuring high calibre individuals are in critical roles. Creates any required organisation design plans which meet the needs of the project outcomes for sign off by HRSLT/CPO. Coach, develop and support line managers within the Programme to create a best-in-class team. Ensuring skills, motivation and capabilities are in place. In partnership with Talent Acquisition Team leads recruitment process of all vacancies across the programme. Actively tracks and monitors vacancies and anticipates future needs to ensure resources match programme requirements. Manages contractor dates, validates hiring decisions, executes recruitment and contract management. Ensures all contracts (FTE or Contractors) extensions are managed in a timely and in line with Nomad Foods controls and processes. Ensures all legislative employment and legal requirements are met in relation to Contractors (day rate), FTC and FTE. HR Worksteam Develops a strategic HR map for the project. Creates cut through on governance and delivers compliance from an HR perspective. Implementation planning e.g., Purchase Entity Leads (and project manages) HR project deliverables – Payroll/People Hub cost centre and GL implementation, Mini Master, role mapping. Leads the delivery of role mapping providing hands on support and guidance for Change Management Team and HRBPs in partnership with project team to establish how and when roles are affected including any impact to individuals. Identifies any conflicts in the segregation of duties and ensuring this is handed over to relevant accountable owners to resolve, clearly articulating the impact to the organization. Creates stakeholder maps and applies this to navigate across the organization to ensure adoption and buy in. Presents collective views back into the project as needed along with mitigation plans as needed. Manages accurate HR data and operational delivery of all HR systems in relation to HR System requirements. Creates organisational design which meets future needs E.g., GPO resource post project. IR and ER Identifies areas of compliance / employee relations risk due to potential changes to roles. Manages and tracks IR implications of implementation timeline (including but not limited to impact to roles), devises plans and support in solutions to mitigate risk. Proactively identifies people implications, coaching workstream leaders on how to address these to both meet the needs of the project outcomes and meet legislative requirements. Where required, works in partnership with local and programme HR Team in the delivery of localised IR and Works Council consultation and engagement in line with the broader IR Strategy. Establishes when interdependent (wider business) activities may impact the delivery of the project and works with key stakeholders to resolve e.g. when consultation thresholds are at risk. Successful change execution within areas of responsibility Works in partnership with respective HRBPs to ensure consistent employee experience across the total organisation. Coaches BAU HRBPs to implement and embed change initiatives which impact BAU organisation design and ways of working. Ensures that local culture and legislative requirements are addressed within all change plans. Identifies and solve relevant training needs, communication messages, resources requirements and so on, which support successful outcomes and return on investment. Creates Guidance Documents as needed to ensure effective execution and adoption of project – e.g., overtime during hypercare. Is the voice of the project into the HRBP community. Demonstrable experience leading HR workstream within system implementation projects Language Skills – Business English Proven track record of matrix management. Experience implementing change agenda within matrix organisation FMCG or Retail experience preferred Experience across multiple HR functional areas preferred Business savvy (knows how ‘business works’) Cross border experience preferred. IR knowledge