Role Introduction
Reports to: Human Resources Management System (HRMS) Transformation Manager
As the HRMS Change Management Lead, you are responsible for driving the people‑led transformation outcomes of the People Elevate Programme – Phase 1, ensuring the successful adoption of SAP SuccessFactors across Cathay headquarters, regions, and in‑scope subsidiaries.
You will lead end‑to‑end change strategy and execution to translate programme design into business readiness, behavioural adoption, and operational stability. This includes aligning leaders and stakeholders, enabling workforce capability through communications and training, mitigating change and adoption risks, and ensuring the organisation is fully prepared for deployment, hypercare, and transition to business-as-usual (BAU). By operating within a complex, global programme environment, you will bridge People, Information Technology (IT), the system integrator, and the business to ensure the HRMS transformation delivers sustainable value beyond system go‑live.
You are also accountable for translating programme design into measurable adoption, readiness, and operational outcomes, while working closely with the HRMS Transformation Manager on governance, decision-making, and stakeholder alignment.
Key Responsibilities
- Own end-to-end change management for the HRMS transformation, covering strategy, design, build, test, deployment, hypercare, and transition to BAU across Cathay Group, regions, and in-scope subsidiaries
- Develop and execute an integrated change, communications, and training approach aligned with programme governance, delivery plans, testing cycles (System Integration Testing (SIT)/User Acceptance Testing (UAT)/payroll parallel runs), and cutover milestones
- Lead stakeholder engagement and alignment across People leadership, IT, system integrator/vendor, business owners and Subject Matter Experts, regional representatives, subsidiaries, helpdesk/BAU teams, and downstream application/interface owners
- Provide regular updates to programme governance forums (e.g. Project Evaluation Committee / Steering Committee) on change progress, business readiness, key risks, and adoption outlook, with clear recommendation
- Translate solution design into business-ready change impacts, including global template adoption, localised requirements, role/process changes, and behavioural shifts required for successful adoption
- Enable business readiness and adoption, including super user and champion network mobilisation, training execution coordination, readiness assessments, and proactive change risk identification and mitigation
- Establish and manage a structured business readiness framework, including readiness assessments across business units, identification of gaps, and targeted intervention plans
- Drive deployment and post-go-live stabilisation, ensuring communications, training, and support models are ready for go/no-go decisions, and supporting hypercare adoption tracking and issue resolution
- Ensure sustainable transition to BAU, embedding ownership, capabilities, and lessons learned into steady-state People, IT, and support teams
Requirements
- Bachelor's degree in Human Resources (HR), IT, or relevant fields
- 6+ years of experience in change management, preferably in large-scale HR or digital transformations (HRMS/Human Capital Management preferred)
- Proven experience leading end-to-end change delivery in complex, multi-region programmes
- Strong industry experience in a multinational corporation with background in HR processes, Change Management and Project Management
- Experience in training / instructional design preferred
- Experience as a Human Resources Business Leader or corporate communications responsibility strongly preferred
- Previous experience in managing and influencing stakeholders at all levels
- Knowledge, experience and exposure to best practices in change management and thought leadership required
- Experience in working with senior management on a global and regional level required
- Professional Change Certification preferred
Personal & Application Information
Cathay Pacific is an Equal Opportunities Employer. Personal data provided by job applicants will be used strictly in accordance with our Applicant Personal Information Collection Statement and for recruitment purposes only. Candidates not notified within eight weeks may consider their application unsuccessful. We keep records of your data for no longer than is necessary for the purpose for which we obtained them and any other permitted linked purposes. If your application is unsuccessful, we will keep your details on file for as long as is necessary to process your application or for the purposes of further job opportunities if you agree to such longer periods.
