{"id":1476349,"url":"https://alion.io/job/world-food-programme-change-transition-lead-one-payroll-programme","title":"Change & Transition Lead, One Payroll Programme","company":{"id":97777,"name":"World Food Programme","domain":"wfp.org","url":"https://alion.io/company/wfp","size_band":"5000+","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"A","score":100,"open_postings":5,"ghost_share":0,"stale_share":0.2,"repost_share":0,"time_to_fill_p50_days":14,"computed_at":"2026-10-17T05:46:00Z"}},"role":"Finance","role_family":"Finance","seniority":"lead","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Rome, Italy"],"countries":["IT"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":8,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-09-29T18:55:02Z","employer_posted_date":"2026-09-29","last_verified_at":"2026-10-18T16:11:54Z","board_verified":true,"closed_at":null,"days_open":18,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":18},"description":"DEADLINE FOR APPLICATIONS\n14 October 2026-23:59-GMT+01:00 Central European Time (Rome)WFP celebrates and embraces diversity. It is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status or disability.\n ABOUT WFP\nThe World Food Programme is the world’s largest humanitarian organization saving lives in emergencies and using food assistance to build a pathway to peace, stability and prosperity, for people recovering from conflict, disasters and the impact of extreme weather shocks.\nAt WFP, people are at the heart of everything we do and the vision of the future WFP workforce is one of diverse, committed, skilled, and high performing teams, selected on merit, operating in a healthy and inclusive work environment, living WFP's values (Integrity, Collaboration, Commitment, Humanity, and Inclusion) and working with partners to save and change the lives of those WFP serves.\nTo learn more about WFP, visit our website: https://www.wfp.org and follow us on social media to keep up with our latest news: YouTube, LinkedIn, Instagram, Facebook, Twitter, TikTok.\nWHY JOIN WFP?\nWFP is a 2020 Nobel Peace Prize Laureate.\nWFP offers a highly inclusive, diverse, and multicultural working environment. \nWFP invests in the personal & professional development of its employees through a range of training, accreditation, coaching, mentorship, and other programs as well as through internal mobility opportunities.\nA career path in WFP provides an exciting opportunity to work across the various country, regional and global offices around the world, and with passionate colleagues who work tirelessly to ensure that effective humanitarian assistance reaches millions of people across the globe.\nWe offer an attractive compensation package (please refer to the Terms and Conditions section of this vacancy announcement).\nJOB TITLE: Change and Transition Lead, One Payroll Programme\nTYPE OF CONTRACT: Regular Consultant Contract, Level 2\nUNIT/DIVISION: Technology Division, Digital Services\nDUTY STATION (City, Country): Rome, Italy (HQ)\nDURATION: 11 months\nBACKGROUND AND PURPOSE OF THE ASSIGNMENT:\nThe World Food Programme (WFP) is the world's largest humanitarian agency, working towards achieving a world with zero hunger.\nWFP is seeking to bring improvement and modernization to its admin and HR processes. The One Payroll Programme consolidates three payroll populations, onto a single SAP S/4HANA platform. Phase 1 will go-live in 2027. Phase 2 extends the solution to additional employee populations in 2028. The programme runs through implementation, go-live, and stabilization to its close at the end of 2028.\nThe programme is in its active build phase. Configuration begins following the enterprise platform upgrade, and the period ahead moves the programme from design into implementation, testing, parallel run, go-live, and the stabilization that follows. This is a delivery role. It is concerned with converting an agreed design into an operating reality across a large and decentralized organization.\nThe programme introduces the shift from payroll processing distributed across Country Offices to increased centralized processing at Headquarters. Managing this transition, and the readiness and confidence of the field through it, is the central purpose of this role.\nThe Change and Transition Lead is accountable for organizational readiness and adoption of the One Payroll solution across its implementation, from the current build phase through Phase 1 and Phase 2 go-live and into stabilization.\nThe role ensures that the organizational implications of the technical build are identified and addressed ahead of each go-live, that the functions and offices affected are prepared for the change to their operating model, and that programme governance receives an independent assessment of organizational readiness at each critical decision point. It operates across the technical, human resources, and finance workstreams, and engages counterparts from the working level to director level across those functions.\nBeyond the delivery of change, the role provides advice to the Programme Manager and to the divisional leads on the organizational dimension of the programme. It shapes the programme's governance rhythm, designs the agendas and decision flows for the Steering Committee and Advisory Panel, and brings forward the structures, work streams, and interventions the programme requires as organizational needs emerge, including where these extend beyond communication and training into how the affected functions are optimized for the new operating model.\nACCOUNTABILITIES/RESPONSIBILITIES:\nA. Change strategy and planning\nMaintain and deliver the change management strategy and plan for the programme, aligned to programme phases, milestones, and dependencies.\nTranslate the programme's objectives into structured, time bound change and engagement interventions, sequenced against the technical delivery roadmap.\nMaintain a clear view of cumulative change on affected populations, and advise programme leadership where sequencing requires adjustment.\nB. Stakeholder engagement and impact management\nMaintain stakeholder mapping across Headquarters divisions, Regional Offices, and Country Offices.\nConduct organizational impact assessments identifying changes to roles, shifts in accountability from the field to Headquarters, operational risk, and points of resistance.\nDefine and direct mitigation for the populations most affected by the centralization of payroll processing.\nRepresent the programme in engagement with staff representative bodies and with affected employee populations.\nC. Operating model transition and role clarity\nTranslate the future state operating model into clear role definitions, accountability frameworks, and practical guidance for Headquarters and Country Offices.\nEnsure that Country Offices understand what they retain, what moves to Headquarters, and what changes in the way their work is performed.\nSupport the business process work that underpins configuration, ensuring that current and future state processes are validated with the functions that own them.\nD. Readiness and adoption\nDefine readiness criteria for each phase, covering testing, parallel run, go-live, and stabilization, and assess the organization against them.\nProvide the Programme Manager, the Advisory Panel, and the Steering Committee with an independent assessment of organizational readiness at each go-live decision point, including where readiness does not support a proposed date.\nIdentify adoption risk early and escalate it with mitigation proposals.\nEstablish and monitor adoption measures following each go-live.\nE. Strategic advice, governance, and programme design\nAdvise the Programme Manager and the divisional leads on the organizational dimension of the programme, and bring forward the interventions, work streams, and structures the programme requires as needs emerge.\nDesign the programme's governance rhythm, including the agendas, decision flows, and supporting material for the Steering Committee and Advisory Panel, so that governance is equipped to take the decisions the programme depends on.\nIdentify where the organizational readiness of the affected functions requires more than communication and training, and design the work needed to prepare them for the new operating model, including the associated capability and data quality work.\nEstablish the supporting structures the programme needs to engage the organization effectively, including cross functional working arrangements between Headquarters and the field.\nF. Communications and engagement\nDirect the communications strategy for the programme, ensuring consistent messaging across the divisions involved and a clear articulation of the rationale, the change, and its implications.\nDevelop and deliver material for senior leadership, including Executive Management and divisional directors.\nEnsure structured and timely information flow to affected populations across Headquarters and the field, in the relevant working languages.\nG. Training and enablement\nDirect the training and enablement approach, ensuring alignment between the new processes, the system changes, and the revised roles.\nEstablish sustainable capability within the functions that will operate the new solution, including the data quality capability on which payroll outcomes depend.\nH. Change governance and workstream integration\nMaintain change governance aligned to programme governance, and act as the coordination point across the technical, human resources, and finance workstreams.\nPrepare and present material for Steering Committee and Advisory Panel decision points, including options analysis and recommendations. \nMaintain visibility of cross workstream dependencies and risk, and advise leadership where interdependencies are not adequately governed.\nProvide direction to consultants, contracted resources, and functional focal points engaged in change and engagement activity.\nI. Transition to business as usual\nDirect the transition from programme delivery to operations, ensuring clear ownership of processes and a sustainable support model.\nEstablish structured feedback from Country Offices during stabilization and act on what they report.\nCapture lessons learned across the phases so that experience is retained by the organization at programme close.\nQUALIFICATIONS & EXPERIENCE REQUIRED:\nEducation:\nAdvanced university degree in Business Administration, Human Resources, Economics, Engineering, Computer Science, Mathematics, Finance, or a related field, or a first level university degree with additional years of relevant professional experience.\nExperience:\nAt least eight years of progressively responsible professional experience in change management, organizational transformation, or programme delivery.\nDemonstrated experience leading the change and adoption dimension of enterprise system implementations and corporate transformation projects.\nExperience in international, decentralized organizations, including engagement with field operations.\nExperience engaging and advising senior leadership at director level and above.\nKnowledge & Skills:\nEstablished command of change management methodologies and their practical application in complex organizations.\nWorking knowledge of corporate information systems, including SAP human capital and payroll modules and Workday.\nAbility to translate complex technical change into operational impact for non technical audiences.\nStrong analytical capability, including the structuring of impact, readiness, and stakeholder analysis.\nExcellent written and oral communication, including executive level briefing.\nSound judgement and the standing to hold an independent position on organizational readiness.\nLanguages:\nFluency in oral and written English is required. Intermediate knowledge of another official United Nations language, being Arabic, Chinese, French, Russian, or Spanish, is an asset.\nWFP LEADERSHIP FRAMEWORK\nWFP Leadership Framework guides to the common standards of behavior that guide HOW we work together to accomplish our mission.\nClick here to access WFP Leadership Framework\nREASONABLE ACCOMMODATION\nWFP is committed to supporting individuals with disabilities by providing reasonable accommodations throughout the recruitment process. If you require a reasonable accommodation, please contact: \nNO FEE DISCLAIMER\nThe United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. 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