HRT Project Lead - Factories & Portfolio

We are Reckitt

Home to the world's best loved and trusted hygiene, health, and nutrition brands. Our purpose defines why we exist: to protect, heal and nurture in the relentless pursuit of a cleaner, healthier world. We are a global team united by this purpose. Join us in our fight to make access to the highest quality hygiene, wellness, and nourishment a right and not a privilege.

​Human Resources​

Our HR Team are the force for good that bring Reckitt's ambition to life. We work together to ensure the delivery of sustained profitable growth by unleashing the power of our purpose, people and performance. Now is an exciting time to be part of shaping the future of HR, influencing an exciting global organisation, while developing business and functional leadership skills, all at the same time. Whatever your role in our HR community, you'll take ownership of your projects and workstreams. We focus on developing our leaders to spearhead our culture and growth, so you'll be supported and mentored to deliver the right plans to drive business performance - and we'll celebrate the results with you along the way.

About the role

This isn’t just a project lead role – it’s your chance to shape the future of HR at Reckitt. As HR Transformation Project Lead - Factories & Portfolio, you’ll drive complex change across our factory network and HR portfolio, ensuring seamless transitions to new operating models while balancing global consistency with local needs.

The challenge? Leading transformation in a fast-paced, highly matrixed environment where no two days are the same. You’ll align diverse stakeholders, deliver solutions that unlock efficiency, and elevate employee experience. Success means influencing strategy, embedding new ways of working, and leaving a lasting mark on how Reckitt operates worldwide.

If you thrive on complexity, love solving problems at scale, and want to help rewrite the HR playbook, this is your opportunity.

Your responsibilities

Transition planning and execution

Develop and implement transition plans to GPS for those services and process approved by the applicable governance bodies. Define the timeline and resources needed for each transition, ensuring alignment with the scope provided by the applicable governance bodies Work with the applicable governance bodies, stakeholders and GPS to identify and mitigate any risks, dependencies and issues that may impact the transition. Engage and communicate with GPS and relevant stakeholders during the transition lifecycle. Lead the transition day to day activities, ensuring that all relevant documentation is updated: KS calendar, KS tracker, entry/exit criteria, KS surveys, RAID log, etc. Ensure that hypercare support is in place after go-live, handling the hand over to BAU to ensure that the new process or services are fully operational and meet GPS standards (KPI, SLA, etc.) Maintain detailed records of the transitions, including TO-BE processes, timelines, risks assessment and CI. HR project delivery Lead the execution of projects with geographic scope to the applicable region, ensuring alignment with global HR objectives and strategies coordinated by Global PM. Ensure that global projects and initiatives meet local LFRs. Develop and execute project and program plans for global HR initiatives, ensuring alignment with HR strategy, business and GPS. Coordinate with HRLT to define project and program objectives, timelines, scope and key deliverables Cross-regional and cross-functional collaboration Collaborate with Regional PMs to ensure effective regional implementation of global HR strategies. Collaborate with other Regional HR PMs to ensure consistency and alignment of regional projects with global initiatives. Ensure clear communication of regional progress; risk and issues; challenges; and feedback to the Global PM and HRLT when applicable. Collaborate with cross functional and cross regional teams to ensure alignment with the objective, timelines and scopes defined by HRLT. Ensure regional HR teams understand and execute the global HR vision, while tailoring it to meet local requirements. Stakeholder management Work closely with local HR teams, GPS local hubs, and regional stakeholders to ensure project success and delivery. Maintain HRLT and key global/regional stakeholders informed on the P1 risks and issues, requesting their support where appropriate. Provide updates and ensure the smooth flow of information between global and regional teams. Ensure global project risks are communicated to regional teams and vice versa to avoid project delays. Engage with stakeholders to manage their expectations and ensure buy-in for the project portfolio. Risks and issues management Identify and manage risks or issues specific to the region, escalating them to the applicable governance body when necessary. Ensure that global policies, strategies and methodology are followed, ensuring that any deviation due LRFs are properly highlighted, documented and discussed by the applicable governance bodies. Assess risks across individual projects and support PM to mitigate them, with the objective to identify, analyze and managing risk at portfolio level.

Monitoring and reporting

Manage and track project progress, timelines, milestones, budget and resources, ensuring timely efficiently delivery, with a strict adherence to the defined scope. Ensure that the proper governance is followed in case any change that impact the timeline, scope or budget. Report on project milestones, risks, and budget usage to local stakeholders (HRs, GPS local hubs, etc.) and global stakeholders (Global PM, HRLT, etc.) Monitor continuously the project progress within the portfolio, to ensure that they are on track with the defined scope, timeline, quality and budget.

Project evaluation and CI

Conduct forensic project reviews to evaluate if the scope, deliverables and KPI were met and its impact on the regional and global HR strategy. Identify, capture and classify the lessons learned, evaluate which must be included as part of the CI to improve future global HR projects.

Project portfolio management

Manage HR Reckitt portfolio to ensure that the projects objectives are aligned with strategic goals. Coordinate with stakeholders and HRLT to decide which project should be pursued first, using cost-benefits analysis, scoring models, and risk assessments.

Governance and compliance

Establish and maintain the governance framework to ensure consistency, quality and risk management across the project portfolio. Support PMs to ensure that the governance framework is being followed, and it is applicable. Review the projects’ lessons learned and update the governance framework with the relevant learnings. Ensure that all projects within HR portfolio comply with Reckitt standards, policies and guidelines. Coordinate and schedule the applicable governance sessions (SteerCo, CCB, etc.) per Reckitt governance framework.

Training delivery

Act as PM methodology trainer, delivering on-demand training on Reckitt PM and TMO methodologies, tools and processes, to teams outside HR Transformation like GPS, HRBP, etc. and to PM peers. Create basic training materials to support the trainings.

The experience we're looking for

Project management expertise Knowledge on global HR process with regional understanding Deep knowledge of regional HR practices, compliance and stakeholders Global and regional stakeholder management Change management awareness Collaboration with global HR teams and local/regional contacts (may be HR, IT, supply, etc.) Proficiency with HR systems and processes Analytical and reporting skills: Data analysis, reporting and monitoring Leadership and team coordination (cross-functional and cross-regional) Continuous improvement acumen: lessons learned documentation for PM area optimization

The skills for success

Diversity and inclusion, Data and Analytics, Storytelling, Data led storytelling, HR Process Improvement, Process management, HR Process improvement, Organisational structure, Compensation & Benefits, Solutioning, Coaching skills, Facilitation skills, Change management, Execute plans, Strategic mindset, Employment engagement, Digital literacy, HR Data Analsyis, Data management; Employee data management, Operational Excellence, Commercial accumen, Courageous leadership.

What we offer

With inclusion at the heart of everything we do, working alongside our four global Employee Resource Groups, we support our people at every step of their career journey, helping them to succeed in their own individual way. We invest in the wellbeing of our people through parental benefits, an Employee Assistance Program to promote mental health, and life insurance for all employees globally. We have a range of other benefits in line with the local market. Through our global share plans we offer the opportunity to save and share in Reckitt's potential future successes. For eligible roles, we also offer short-term incentives to recognise, appreciate and reward your work for delivering outstanding results. You will be rewarded in line with Reckitt's pay for performance philosophy.

Equality

We recognise that in real life, great people don't always 'tick all the boxes'. That's why we hire for potential as well as experience. Even if you don't meet every point on the job description, if this role and our company feels like a good fit for you, we still want to hear from you. All qualified applicants will receive consideration for employment without regard to age, disability or medical condition; colour, ethnicity, race, citizenship, and national origin; religion, faith; pregnancy, family status and caring responsibilities; sexual orientation; sex, gender identity, gender expression, and transgender identity; protected veteran status; size or any other basis protected by appropriate law.