LA International
Transition Manager
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Transition Manager
Contract: 12 months
IR35: Inside
Location: Slough (hybrid)
Role Purpose
Own and coordinate transition readiness within the Hub from the receiving organisation perspective, ensuring the captive / CoE is prepared to absorb work successfully across all assigned waves.
This role exists to make the Hub transition-ready: aligning onboarding, pre-KT readiness, local training coordination, knowledge transfer oversight and operational handshakes with deployment teams, while ensuring Hub leadership has clear visibility of incoming wave demands.
Why This Role Matters
Successful transition depends not only on market-side execution, but on the receiving Hub being ready to absorb work at pace and scale.
Without strong Hub-side coordination:
- Delivery teams may not be onboarded in time
- KT readiness becomes fragmented
- Hub leadership lacks visibility of incoming wave demand
- Receiving teams enter go-live underprepared
This role ensures the Hub receives work in a controlled, coordinated and scalable way across multiple parallel waves.
Scope of Accountability
The Hubs Transition Manager is accountable for coordinating Hub-side readiness across all waves entering the assigned Hub, including:
Hub Readiness Coordination
- Coordinate Hub readiness for incoming transitions across all clusters and waves.
- Maintain visibility of wave intake schedules and staffing timing.
- Align Hub preparation with deployment milestones and transition gates.
Onboarding & Pre-KT Enablement Support
- Coordinate onboarding readiness for new Hub joiners.
- Ensure pre-KT induction, orientation and local readiness activities occur on time.
- Support Hub managers in preparing staff before formal KT begins.
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KT Readiness & Oversight (Hub Perspective)
- Act as Hub focal point for KT mobilisation.
- Confirm receiving teams, supervisors and infrastructure are ready for KT start.
- Monitor Hub-side execution of shadowing readiness and escalate capacity risks.
Hub Leadership Partnership
- Work in close partnership with Hub Director and Hub management team to:
- Align staffing against wave demand
- Prepare supervisors for incoming transitions
- Coordinate readiness handshakes with deployment teams
- Ensure Hub leadership has forward visibility of transition pipeline.
Transition Risk & Escalation
- Identify Hub-side risks affecting transition success:
- Staffing gaps
- Readiness delays
- Capacity bottlenecks
- Onboarding slippage
- Escalate issues early to Global Deployment Lead and relevant deployment teams.
Key Interfaces
- Global Deployment Lead
- Hub Director
- Hub Management Team
- Cluster Transition Managers
- Regional Deployment Leads
- People Tower / Recruitment Leads
- Training Leads / SMEs
- Cluster Deployment Leads
- Control Tower PMO
Tracking, Reporting & Transparency
The Hubs Transition Manager maintains a clear view of Hub readiness across all incoming waves, including:
- Upcoming wave intake schedules
- Staffing readiness against KT dates
- Onboarding progress by wave
- KT readiness status by transition cohort
- Capacity and bottleneck risks
Reporting is:
- Forward-looking and capacity-oriented
- Focused on readiness signals rather than detailed administrative tracking
- Escalated through the Global Deployment Lead into programme governance
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Authority & Decision Rights
- Authority to coordinate Hub readiness activities across incoming waves.
- Right to challenge transition timing where Hub readiness is insufficient.
- Authority to escalate staffing or capacity risks affecting KT start.
- Mandate to require visibility and commitment from Hub managers on transition readiness.
Operating Model
Reports to Global Deployment Lead.
Acts as the single Hub-side transition coordination lead for the assigned location.
Works in close alignment with:
- Hub Director and Hub leadership team
- Cluster Transition Managers
- Cluster Deployment Leads
- People Tower and Recruitment
- Training / Enablement teams
This is a coordination and orchestration role, not an administrative execution role.
Success Measures
- Hub teams ready before KT begins.
- No delayed KT starts caused by Hub-side readiness failures.
- Receiving staff onboarded and prepared on time.
- Hub leadership confident in wave intake planning.
- Smooth absorption of work across multiple parallel waves.
What Good Looks Like
Leadership can look away because:
- The Hub is never surprised by incoming work.
- Staff arrive prepared and transition starts on schedule.
- Hub management has confidence in transition sequencing.
- Capacity constraints are visible early and managed proactively.
Time Commitment & Evolution
- Full-time, ongoing role across multiple waves.
- Highest intensity during onboarding ramps, KT starts and go-live preparation windows.
- Evolves into Hub scaling and intake optimisation as deployment volume increases.
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