Workstream Lead - Procurement Transformation

Workstream Lead - People and Organisational Procurement Transformation

Client: London local authority

Role Overview

This section has been omitted due to word limits; however, the full job description will be shared and discussed with applicants who meet the essential requirements.

Key Responsibilities

Organisation Design and Workforce Planning

\n
• Lead the people and organisational change workstream for the Procurement and Contract Management transformation programme.
\n
• Ensure that organisational design, workforce transition, employee engagement, capability development and change adoption activities are successfully delivered.
\n
• Build upon existing plans to further define the target resource and capacity model.
\n
• Ensure that the workforce model is aligned with delivery demand, the procurement pipeline and service requirements across the organisation.
\n
• Establish clear roles, responsibilities and accountabilities aligned with category ownership.
\n
• Enable the transition towards a more active, delivery-focused commercial capability.
\n

Workforce Transition and Employee Relations

\n
• Develop and deliver comprehensive workforce transition plans, including consultation, implementation and the realignment of existing employees into the new operating model.
\n
• Lead engagement with trade unions, employee representatives, HR teams and senior management.
\n
• Support formal consultation activities, organisational change processes and workforce transition arrangements.
\n
• Identify and manage employee relations considerations arising from restructuring and organisational change.
\n
• Support the recruitment, onboarding and mobilisation of new roles.
\n
• Ensure that the function has the capacity and capability required to deliver both the transformation programme and ongoing business-as-usual activity.
\n

Change Management and Organisational Readiness

\n
• Develop and implement change management approaches that build understanding, engagement and adoption of the new operating model.
\n
• Ensure that employees are appropriately supported throughout organisational change and role transition.
\n
• Develop and coordinate workforce communications and employee engagement activity.
\n
• Maintain clear, consistent and timely messaging throughout programme delivery.
\n
• Establish organisational readiness assessments, transition criteria and implementation plans.
\n
• Ensure that the required people, structures, capabilities and behaviours are in place ahead of implementation.
\n
• Create clarity and alignment between programme teams, procurement teams and service areas.
\n
• Support effective collaboration and end-to-end accountability across the organisation.
\n

Capability, Culture and Sustainability

\n
• Lead the development of capability frameworks, competency models, learning pathways and professional development programmes.
\n
• Support the transition to category management and strengthen commercial, procurement and contract management capability across the organisation.
\n
• Promote a high-performance commercial culture centred on accountability, collaboration, category ownership, value for money and consistent decision-making.
\n
• Support behavioural and cultural change alongside structural transformation.
\n
• Embed the new organisational structures, capabilities and ways of working into business as usual.
\n
• Ensure that improvements are sustainable beyond the formal programme delivery period.
\n

Essential Experience

The successful candidate will demonstrate:

\n
• Significant experience leading complex organisational change and workforce transformation programmes within large public-sector or similarly complex organisations.
\n
• Essential previous experience working within the public sector.
\n
• Demonstrable experience designing and implementing organisational structures, target operating models, workforce strategies and operating model transitions.
\n
• Proven experience supporting major transformation programmes through organisational design, workforce planning, employee engagement and change management interventions.
\n
• Extensive experience managing organisational change processes, including formal consultation, employee relations matters, restructuring and workforce transition planning.
\n
• Strong experience engaging and negotiating with trade unions and employee representatives.
\n
• Experience developing workforce impact assessments, organisational readiness assessments and implementation plans for large-scale organisational change.
\n
• Experience supporting recruitment, mobilisation and capability development associated with the implementation of new operating models.
\n
• Proven experience developing learning and development strategies, competency frameworks and professional development pathways.
\n
• A strong understanding of recognised change management methodologies and approaches.
\n
• Experience delivering behavioural and cultural change alongside structural and organisational transformation.
\n
• Experience operating effectively at senior management level and providing advice, challenge and assurance to programme boards, senior leaders, HR teams and key stakeholders.
\n
• Excellent stakeholder management, communication, negotiation and influencing skills.
\n
• The ability to work effectively with HR, trade unions, service leaders, programme teams and transformation professionals in a complex and politically sensitive environment.
\n

Desirable Experience

\n
• Previous experience working within a local authority or council environment.
\n
• Experience delivering people and organisational change within procurement, commercial or contract management transformation programmes.
\n
• Knowledge of local-government governance, consultation and organisational change processes.
\n
• Experience supporting the implementation of category management or hub-and-spoke operating models.
\n

*Rates depend on experience and client requirements

JBRP1_UKTJ