HR Project Leader

           

POSITION OVERVIEW:

The Human Resources Project Leader is responsible for leading the people readiness strategy and execution for major business initiatives aligned to expansion.

Working in close partnership with the Product Owner, business leaders, and Human Resources stakeholders, this role ensures the organization is prepared with the talent, leadership, capabilities, systems, and employee experience required for successful implementation and long-term sustainability.

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PRINCIPAL ACCOUNTABILITIES

 


* Own the overall people readiness plan aligned with the Product Owner’s organizational design, business objectives, implementation timeline, and operating model. 


* Assess workforce risks, talent constraints, and organizational readiness gaps, developing mitigation plans to support project success.


* Develop and execute the workforce plan, including organizational structure, headcount requirements, ramp timing, location strategy, critical capabilities, and resource needs. 


* Lead compensation and job architecture activities, including role definition, job leveling, career framework alignment, and compensation considerations in partnership with the appropriate subject matter experts within BAC.


* Coordinate HR Systems requirements and readiness, including organizational data, position structures, employee records, reporting needs, and system dependencies partnering with the key stakeholders and internal resources.


* Develop the recruiting strategy in partnership with Talent Acquisition, including demand planning, talent profiles, sourcing approach, selection process, hiring priorities, and onboarding timing. 


* Partner with business leadership on leadership selection and broader talent decisions to establish the structure and capabilities required for success. 


* Lead workforce communications and change activities, ensuring employees and leaders receive clear, timely, and consistent information throughout the project. 


* Ensure employee relations requirements, employment policies, and local practices are identified, evaluated, and addressed in partnership with HR and Legal resources.


* Coordinate benefits and onboarding readiness to support a consistent, compliant, and positive employee experience.


* Establish the training strategy, skills matrix, qualification requirements, and certification approach needed to prepare employees for their roles.


* Define culture and engagement programs that reinforce the desired ways of working and support organizational effectiveness during transition.


* Create and manage the integrated HR project plan, including milestones, decisions, interdependencies, risks, issue resolution, and progress reporting.


* Build the capability of the assigned HR Leader and team through knowledge transfer, coaching, tools, and structured transition planning.


* Measure people-readiness progress and outcomes, usin...