Silver Cloud
Transformation Lead
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Transformation Lead
The Transformation Lead plays a key role in priority Dayforce engagements by helping clients connect implementation activity with business outcomes, operating-model improvement, readiness, adoption, and long-term value. Working closely with clients, project teams, and the wider Dayforce Practice, the role brings structure, facilitation, constructive challenge, and practical transformation guidance that strengthens delivery quality and improves client readiness.
- Location: UK (Remote with client travel)
- Type: Permanent
- Reporting to: Transformation Lead & Sponsor
- Works closely with: Project Managers, Consultants, Senior Consultants, Solution Architects, Commercial colleagues, clients, and third-party partners
Role Overview
The Transformation Lead is a dedicated, client-facing role responsible for helping clients define success, make informed decisions, and prepare their people, processes, and operating model for change throughout the Dayforce lifecycle.
The role supports mobilisation, discovery, design, readiness, go-live, and optimisation activity, ensuring that business outcomes remain visible throughout delivery. The Transformation Lead collaborates closely with Project Managers, Consultants, and Solution Architects to embed transformation considerations at the right points and help clients optimise Dayforce for long-term value, scalability, and operational excellence.
The role is suited to someone who can move confidently between delivery detail and business outcomes, facilitating practical conversations with sponsors, operational owners, and project teams while helping Silver Cloud strengthen its Dayforce transformation approach.
Experience and Qualifications
- Extensive experience in HR transformation, gained through working on large-scale HRIS implementations across multiple sectors.
- Deep knowledge of HR processes, policy frameworks, and operating models – with a strong grounding in Core HR, Payroll, and Talent.
- CIPD qualified or equivalent professional HR accreditation.
- Strong understanding of process design principles and business change impact.
- Proven ability to guide clients through discovery and future-state design, even when the system is unfamiliar to them.
- Experience influencing and engaging with C-suite stakeholders during complex transformation programmes.
- Collaborative mindset, able to partner effectively with Solution Architects, Project Managers, and Client Success Leads.
- Excellent facilitation, stakeholder management, and communication skills – comfortable working with senior leaders and first-time system implementers.
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Highly Desirable
- Dayforce certification within the relevant specialist area.
- Experience across more than one Dayforce module.
- Experience supporting presales, scoping, estimates, or Statements of Work.
- Previous consultancy, vendor professional-services, or systems-integrator experience.
- Experience developing implementation standards, tools, or reusable delivery approaches.
- Experience of large, complex, or multinational Dayforce implementations.
What Success Looks Like
- Transformation methodology is applied consistently across assigned qualifying engagements.
- Clients report improved clarity, decision-making, readiness, and confidence in next steps.
- Transformation outputs are practical, client-ready, and adopted by delivery teams and stakeholders.
- Lessons learned, reusable assets, and delivery examples are actively contributed to the practice knowledge base.
Transformation activity improves delivery quality, reduces avoidable rework, and helps identify optimisation or follow-on improvement opportunities.
Discovery, Future-State Design, and Delivery Alignment
- Lead structured client discovery workshops to assess current HR operating models, identify pain points, and define future-state ambitions.
- Explore, challenge, and advise on future process options across Core HR, Payroll, WFM, Talent, and broader HR functional areas.
- Shape process design narratives that help clients align Dayforce implementation decisions with their people strategy, operating model, and long-term business outcomes.
- Work collaboratively with Solution Architects to validate process feasibility, consider technical constraints, and guide build decisions.
- Maintain visibility of transformation risks, stakeholder impacts, business decisions, and adoption dependencies across the Dayforce lifecycle.
- Explain the operational, people, and process impacts of key design, testing, cutover, and go-live decisions.
Client Consulting, Value, and Stakeholder Management
- Challenge client preferences, legacy processes, or unclear ownership where these may affect adoption, controls, service readiness, or long-term value.
- Support informed decisions by presenting practical options, implications, and next steps in a clear and balanced way.
- Identify appropriate opportunities for additional client-side services, including change management, data services, and post-go-live support, where these would strengthen readiness, adoption, or long-term value.
- Work with the Client Success Lead to support continuity of value beyond go-live and alignment with longer-term client goals.
- Support clearer handover into hypercare, optimisation, or managed service activity by identifying unresolved readiness, ownership, or adoption considerations.
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Practice Development and Transformation Capability
- Support the development of a consistent Dayforce transformation methodology that can be applied proportionately across different project types and client contexts.
- Create and refine reusable assets, templates, playbooks, examples, and knowledge-sharing materials that help consultants have stronger transformation conversations.
- Share practical insights and lessons learned across the Dayforce team to improve transformation methodology, reusable artefacts, and client experience.
- Capture recurring readiness, adoption, process, and operating-model themes to improve future Dayforce engagements.
- Support the wider practice to consult differently by encouraging clearer links between implementation decisions, client outcomes, readiness, and value.
Benefits
- Holiday: 25 days plus BHs
- Day off for your birthday
- Volunteering day
- Enhanced family, sick, and bereavements leave (and counselling)
- Pension through salary sacrifice with the Pension People
- WeCare – 24/7 helpline and Second Medical Opinion
- Flexibility from day one
- Comfort from home – reimbursed for office chair and eye care
- Profit share bonus scheme in place
- Refer a friend bonus
- Life insurance x3 annual salary
- Income protection (critical illness)
- Private healthcare
- Finally, but most importantly - a truly wonderful, supportive team
About Silver Cloud
Established in 2009, Silver Cloud is a boutique, rapidly growing digital transformation consultancy, specialising in HR, payroll, and people-related technology.
Working in partnership with our clients to deliver an exceptional experience for every employee, we offer unbiased, strategic advice on HRIS and payroll selection, client-side project management, software implementation, and managed services.
Each and every member of the Silver Cloud family plays an invaluable part in driving forward our vision, representing our core values in everything they do.
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