About Us

We’re Nominet – a world-leading domain name registry operating at the heart of the UK internet. While we're best known for running .UK domains, our DNS expertise also underpins critical internet infrastructure that government services, including the NHS, rely on. As a public benefit company, our work has a positive impact on society. We’ve donated millions to projects that use technology to improve people’s lives and have committed to delivering £60m worth of support over the next three years.

The Role

This role will lead the people change and implementation activity for Nominet’s HR and Payroll transformation, helping the business move to simpler, more consistent and digitally enabled ways of working whilst deploying refreshed and revised ways of working and employee experience. Working closely with HR, Payroll, Technology, Security, Project Delivery colleagues and the chosen provider - the HR Transformation Lead will help shape, build and deliver the implementation plan, translating it into practical business readiness, adoption and transition activity. The role will make sure employees, managers and HR users understand what is changing, what is expected of them, what the new approach to working is and how to use the new system confidently from launch.

Success will be measured by smooth adoption, clear ownership and understanding, well-managed risks and a strong employee and manager experience through implementation and early life support.

What You'll Be Doing

• Build clear implementation and change plans covering stakeholder engagement, communications, training, operational and business readiness, cutover support and early life adoption.
• Lead behavioural change activity that delivers the HR and Payroll transformation helps move from current ways of working to new digital behaviours, embedding self-service, data ownership, process consistency and confident use of the HR and Payroll systems beyond go-live.
• Lead the end-to-end change, readiness and adoption approach for the wider transformation around culture, ways of working and our employee experience, ensuring employees, managers and HR teams are prepared for the transition.
• Work with HR Operations, Payroll, Technology, Security, Talent, L&D and the chosen provider to implement future ways of working, identify impacts and turn these into practical actions for each audience.
• Coordinate testing, data readiness, training materials, manager guidance and self-service content so that the new HRIS is launched with clear processes, ownership and support routes.
• Monitor adoption, risks, issues and feedback during implementation and hyper care, using insight to resolve friction, improve user experience and support benefits realisation.
• Identify where AI-enabled functionality, automation and workflow improvements can simplify HR processes, improve manager and employee self-service, strengthen data-driven decision making and reduce manual effort.
• Support responsible adoption of AI-assisted tools within the HRIS, making sure use cases are clearly understood, risks are managed, and colleagues are confident about when and how AI should be used.
• Contribute to our approach to governance, RAID management and programme controls, ensuring risks, assumptions, issues, dependencies and key decisions are actively tracked, escalated and resolved.
• Support data migration, validation and testing readiness activity, working with HR, Payroll, Technology, Security and supplier teams to ensure data quality, process scenarios and user acceptance testing are prepared ahead of go-live.
• Provide confident stakeholder management and progress reporting, escalating blockers early and helping leaders make timely decisions that keep implementation on track.