End Date
Thursday 17 July 2025
Salary Range
£59,850 - £66,500
We support flexible working – click here for more information on flexible working options
Flexible Working Options
Hybrid Working, Job Share
Job Description Summary
JOB TITLE: Optimisation Manager
HOURS: Full time
LOCATION(S): Bristol or Leeds
WORKING PATTERN: Hybrid, 40% (or two days) in an office location
Do you thrive in fast-moving and ambiguous environments, working to identify inefficiencies and redesigning processes using advanced methodologies and automation techniques? Are you excited about driving strategic process improvements at pace and occupying a role at the beating heart of our Colleague Success and wider P&P transformation?
If the answer is yes to any or all of the above, then we could have an opportunity that is just right for you!
Job Description
About the team:
In Colleague Success, we are enthusiastic about making every day easier for colleagues across Lloyds Banking Group.
The team currently brings together a broad range of skills and specialisms covering Recruitment Operations, Colleague Policy & Vetting, Employee Relations, Learning Operations, Payroll Operations & Delivery, and the delivery, change and run of the technology supporting our People function, including generative AI and automation.
Within the function, we are setting up a brand-new team to drive meaningful, measurable change across Colleague Success and wider People & Places (P&P) most critical processes.
In the past five months, we have teamed up with an external partner to redesign key people processes and are now collaborating with our technical Platform team on their implementation. Building on this momentum, with a huge appetite to make our operational processes serve our internal customers even more effectively, we are establishing a team with expertise in process optimisation, HR operations, tech and automation, data analysis, market insights, and change management. It’s a dynamic, fun, and supportive environment to be a part of, operating in an agile, data-driven, and cross-functional manner to enhance efficiency, boost productivity, and elevate the colleague experience.
About the role:
The Optimisation Manager will work directly with the Optimisation Enablement Lead and wider leadership team to drive forward the strategic optimisation agenda, supporting a diverse portfolio of initiatives relating to Colleague Success and wider P&P.

The role will be varied, no two days will be the same, and you’ll be concurrently delivering across a range of responsibilities including:

• Process Redesign: Identifying inefficiencies in current processes and redesigning them using internal SCALE methodology and automation techniques. This involves mapping out current processes, identifying bottlenecks and waste, and developing efficient future state processes that leverage the latest tech and best practices.
• Automation: Translating business problems into automation opportunities, working with technical teams to scope and deliver AI-enabled solutions to optimise HR operational processes, including use cases involving generative AI and agentic agent-based systems.
• Market Insight: Conducting horizon scanning to understand how other market players are tackling similar challenges. This includes researching industry trends, benchmarking against competitors, and identifying innovative solutions that can be adapted to our context.
• Data-Driven Decision Making: Applying data-driven insights to diagnose issues and inform transition planning. Using analytics to uncover patterns, predict outcomes, and guide decision-making to ensure optimisation efforts are grounded in solid evidence.
• Framework Development: Developing and implementing standardised frameworks, templates, guidelines, and toolkits that can be used across the organisation to ensure consistency and quality in optimisation initiatives.
• Workshop Facilitation & Stakeholder Engagement: Challenging stakeholders to adopt simple, scalable designs that align with business goals. Facilitate workshops, lead discussions, and build consensus among diverse groups to drive forward the optimisation agenda.
• Enabler Identification: Identifying the broad range of enablers needed to successfully implement new optimised processes. This includes technology, organisation design, training, communication, and other elements that support optimisation efforts.
• Transition Monitoring: Monitoring transition progress, addressing resistance, and embedding continuous improvement. Track the implementation of new processes, identify and mitigate risks, and ensure that changes are fully embedded and sustained over time.
• Driving at Pace: Leading initiatives with urgency and efficiency, ensuring timely delivery of optimisation projects. Manage multiple projects simultaneously, prioritising tasks and resources to meet tight deadlines.

Key Skills Required:

And you’ll possess the following super strengths:

• Process Optimisation Expertise: Proven skills in applying optimisation methodologies to redesign HR processes. Experience with methodologies such as Lean, Six Sigma, and Design Thinking and the ability to map processes using BPMN2.0 is highly desirable, as is competency in using specific process mapping tooling (e.g. ARIS).
• HR Operational Fluency: Strong understanding of HR workflows, policies, and service delivery models. Ability to navigate complex HR environments and understand the intricacies of HR Operations and Shared service functions.
• Tech and Automation Awareness: Knowledge of emerging HR technologies, automation, and AI trends including GenAI and Agentic AI. An understanding of ServiceNow’s role in supporting digital transformation and enterprise service management along with Experience of Workday and data analytics platforms highly desirable.
• Market Insight and Curiosity: Ability to look externally for inspiration and benchmarks to inform design. Stay updated with industry trends and best practices to drive innovative solutions.
• Facilitation and Narrative Building: Skilled in guiding sessions and crafting compelling value-based stories. Ability to facilitate workshops and create narratives that mediate through conflicting views whilst driving engagement and understanding.
• Analytical Problem-Solving: Proficiency in applying data-driven insights to diagnose issues and inform transition planning. Strong analytical skills to interpret complex data sets and generate actionable insights.
• Change Implementation Expertise: Experience in delivering change programmes that drive adoption and behavioural shift. Ability to manage change effectively and ensure smooth transitions.
• Transition Planning Capability: Confidence in designing rollout plans, sequencing activities, and managing readiness. Skilled in developing comprehensive transition plans that ensure successful implementation.
• Adaptability and Resilience: Ability to thrive in a fast-paced, dynamic environment. Adapt to changing circumstances and maintain resilience in the face of challenging discussions.
• Continuous Improvement Mindset: Commitment to continuous learning and improvement. Encourage a culture of continuous improvement and innovation within the team.

About working for us
Our focus is to ensure we’re inclusive every day, building an organisation that reflects modern society and celebrates diversity in all its forms. We’re committed to creating a consciously inclusive workplace where our colleagues can be themselves, thrive and perform at their best.
We were one of the first major organisations to set goals on diversity in senior roles, create a menopause health package, and a dedicated Working with Cancer Initiative.
As an inclusive employer, we offer Workplace Adjustments for colleagues with a disability (which may include long-term health and neurodivergent conditions) where it is reasonable to do so. This could include flexibility with regards to office attendance, location, and working pattern.
We also provide adjustments that are reasonable throughout the recruitment process to reduce or remove barriers for applicants with a disability, long-term health condition or neurodivergent condition. If you’d like an adjustment to the recruitment process just let us know.

We also offer a wide-ranging benefits package, which includes:

• A generous pension contribution of up to 15%
• An annual performance-related bonus
• Share schemes including free shares
• Benefits you can adapt to your lifestyle, such as discounted shopping
• 30 days’ holiday, with bank holidays on top
• A range of wellbeing initiatives and generous parental leave policies

If you’re excited by the thought of becoming part of our team, get in touch.
We’d love to hear from you.
At Lloyds Banking Group, we’re driven by a clear purpose; to help Britain prosper. Across the Group, our colleagues are focused on making a difference to customers, businesses and communities. With us you’ll have a key role to play in shaping the financial services of the future, whilst the scale and reach of our Group means you’ll have many opportunities to learn, grow and develop.
We keep your data safe. So, we’ll only ever ask you to provide confidential or sensitive information once you have formally been invited along to an interview or accepted a verbal offer to join us which is when we run our background checks. We’ll always explain what we need and why, with any request coming from a trusted Lloyds Banking Group person.
We’re focused on creating a values-led culture and are committed to building a workforce which reflects the diversity of the customers and communities we serve. Together we’re building a truly inclusive workplace where all of our colleagues have the opportunity to make a real difference

• Process Redesign: Identifying inefficiencies in current processes and redesigning them using internal SCALE methodology and automation techniques. This involves mapping out current processes, identifying bottlenecks and waste, and developing efficient future state processes that leverage the latest tech and best practices.
• Automation: Translating business problems into automation opportunities, working with technical teams to scope and deliver AI-enabled solutions to optimise HR operational processes, including use cases involving generative AI and agentic agent-based systems.
• Market Insight: Conducting horizon scanning to understand how other market players are tackling similar challenges. This includes researching industry trends, benchmarking against competitors, and identifying innovative solutions that can be adapted to our context.
• Data-Driven Decision Making: Applying data-driven insights to diagnose issues and inform transition planning. Using analytics to uncover patterns, predict outcomes, and guide decision-making to ensure optimisation efforts are grounded in solid evidence.
• Framework Development: Developing and implementing standardised frameworks, templates, guidelines, and toolkits that can be used across the organisation to ensure consistency and quality in optimisation initiatives.
• Workshop Facilitation & Stakeholder Engagement: Challenging stakeholders to adopt simple, scalable designs that align with business goals. Facilitate workshops, lead discussions, and build consensus among diverse groups to drive forward the optimisation agenda.
• Enabler Identification: Identifying the broad range of enablers needed to successfully implement new optimised processes. This includes technology, organisation design, training, communication, and other elements that support optimisation efforts.
• Transition Monitoring: Monitoring transition progress, addressing resistance, and embedding continuous improvement. Track the implementation of new processes, identify and mitigate risks, and ensure that changes are fully embedded and sustained over time.
• Driving at Pace: Leading initiatives with urgency and efficiency, ensuring timely delivery of optimisation projects. Manage multiple projects simultaneously, prioritising tasks and resources to meet tight deadlines