Recruitment Systems Leader Senior Manager

  • Location


  • Sector:

    HR & Recruitment

  • Job ref:


  • Published:

    about 1 year ago

  • Expiry date:


  • Client:


The team

This is a key role within our internal People Technologies & Transformation team. The role sits within the recruitment technology and workforce of the future transformation team, which is part of the People Technologies & Transformation team who support the delivery of the firmwide strategy and align with the firmwide transformation agenda; bringing together business understanding, human insight and innovative technology to meet the business's changing needs and expectations. To be considered for this role, you will have excellent knowledge of systems management, preferably recruitment systems.

The role reports into the ​Recruitment Technologies & Workforce of the Future Transformation Leader.

About the role

Day to day management of our applicant tracking system and assessment and selection systems, their change requests and wider impacts.

Strategic responsibilities:

  • Digital transformation - lead or support projects across your portfolio that align with the firm's digital transformation agenda, ranging from small enhancements to significant large-scale projects and programmes. Taking a leadership view of adoption/implementation of significant process or policy redesign that directly impacts your technology portfolio, or is impacted by an external project

  • Roadmap - develop and manage your core recruitment technology/application roadmap, including but not limited to business driven cyclical activity, vendor driven enhancements, UKIT/Global IT change programmes (legislative, cloud first, simplification) which fits the wider Workforce of the Future and People Tech Technology Roadmap

  • Service review management - input and attendance of vendor management and application service review meetings to monitor performance, their services against KPI’s/SLA’s, strategic roadmap.

  • Risk and compliance - managing the upkeep of firmwide IT risk governance policies, external legislative standards and recruitment incident management processes related to recruitment or vendor technologies.

  • Technology vision - work with business stakeholders to understand issues and/or technology vision and to design and deliver solutions that meet their needs, including consideration of new or emerging technologies to automate as much as possible, introducing process and tools for positive change, fostering a spirit of continuous improvement within the group

  • Change management - using Agile methodology to your projects, capturing people and organisational changes that may impact your portfolio, creating change management plans, where impacted by technology, or if business changes impact technology design

  • Benefit realisation - helping to measure and track the value of the technologies you’re responsible for, identifying areas of opportunity and risk

  • Business case development - helping to create a compelling business case that supports the firms technology vision, and recruitment transformation

  • Technology/application review to determine if technology still meets business needs, building building business cases to further optimis and/or building a decommission strategy, as needed

  • Stakeholder management by sharing our digital progress with main stakeholders highlighting opportunities and risks

  • Reporting - working with the People Data and Insights Transformation team to configure or redesign core recruitment technologies to support reporting requirements, as well as defining reports and management information/themes from technology vendors/system that informs service review meetings and strategic projects

  • Horizon scanning by monitoring external trends to assess current focus and identify new areas that help to reset and rethink our ambition as we progress in the transformation

  • Control and governance - lead governance across technology landscape structure.

Operational responsibilities:

  • Pipeline management - oversight of the pipeline of work and prioritisation, centralised project trackers and application trackers

  • Technology issue tracking - ownership of technology issues trackers, taking ownership for the remediation across various team, including external vendors and giving visibility to leadership and stakeholders as needed for contract and SLA visibility

  • Vendor management - design approaches to working with vendors that can support simplification, risk management and delivery.

  • Test management - overseeing the building/creating a standardised set of scripts to ensure a robust testing and user acceptance across all project types.

  • Access control lists management by supporting the firms centralised processes and/or taking ownership for system access that falls outside standard process (eg pilots)

  • Technology change agents - build a community of engaged technology champions, who act as the voice of the end user and help inform optimisation and technology vision, and be available for UAT of new releases or MVP’s.

  • Knowledge management - continued upkeep of system training materials with the vendor or our own systems, ensuring technology changes are reflected in existing training materials, creating new materials, management of a centralised knowledge management hub

  • Landscape - review and reassess technology landscape in light of our continued evolution of our firmwide IT policies and Risk & Quality approaches

  • Team - people management and coaching

  • Budget - manage budget and report on expenditure

  • Risk Management - oversee project risks, tracking issues/problems, and activity progress to ensure project goals (e.g., deadline, scope and quality) working to achieve problem resolution/

  • Benefit realisation - including success metrics and KPI’s

  • Relationships - work with subject matter experts, technical teams to identify task - determine dependencies, identify and assign specific resources, communicate expectations to team members, obtain task effort and duration estimates from team members, and create/track the project schedule.

  • Stakeholder management - communication of plans and projects.

Essential experience and skills:

  • Experience in system design, implementation and continuous management

  • Experienced in managing numerous projects (delivered on time, meeting business requirements, with high team satisfaction, across dispersed and cross-functional teams)

  • Ability to quickly establish credibility and influence within dynamic IT groups

  • Awareness of APIs and system integrations

  • Pro-active in developing and implementing strategies that significantly mitigate risk

  • Strong negotiation skills and an ability to communicate clearly at all organisation levels, as well as with 3rd parties

  • Working with 3rd parties to initiate change projects

  • Awareness of Agile and Cloud methodology

  • Experience in designing and implementing emerging technologies (eg - chat bots, AI, RPA etc..)

  • Strong experience in project management from small to large projects

  • Highly analytical, quick thinker and strategic mind-set

  • Strong understanding of data management

  • Excellent communication, influencing and negotiation skills

  • Comfortable with complexity, ambiguity and explaining complex issues in a simple way

  • Resilient under pressure

Desirable Skills:

  • Experience in managing and maintaining recruitment and assessment/selection technologies

Not the role for you?

Did you know PwC offer flexible contract arrangements as well as contingent work ( ie temporary or day rate contracting)?

The skills we look for in future employees

All our people need to demonstrate the skills and behaviours that support us in delivering our business strategy. This is important to the work we do for our business, and our clients. These skills and behaviours make up our global leadership framework, ‘The PwC Professional’ and are made up of five core attributes; whole leadership, technical capabilities, business acumen, global acumen and relationships.

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We work in a changing world which offers great opportunities for people with diverse backgrounds and experiences. We seek to attract and employ the best people from the widest talent pool, as well as those who reflect the diverse nature of our society. And we aim to encourage a culture where people can be themselves and be valued for their strengths. Creating value through diversity is what makes us strong as a business and as an organisation with an increasingly agile workforce, we're open to flexible working arrangements where appropriate.

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