Oracle Fusion HCM & Payroll Analyst
Galliford Try
Provide 1st line support and improve Oracle Fusion HCM & Payroll modules.
9 days ago ago
Intermediate (4-7 years), Expert & Leadership (13+ years), Experienced (8-12 years)
Full Time
England, United Kingdom
Hybrid
Company Size
4,122 Employees
Service Specialisms
Construction services
Project Management
Engineering
Architecture
Property Development
Design
Technical Services
Turnkey
Sector Specialisms
Buildings
Residential
Commercial
Infrastructure
Water
Rail
Highway
Energy
Role
What you would be doing
implementation
release planning
test management
oracle configuration
integration management
compliance management
- Assist with full lifecycle implementations including requirements gathering, design, testing, and deployment.
- Deliver quarterly release backlog plans using Customer Success Navigator.
- Maintain and update test plans/scripts with Process Leads to ensure third-party alignment.
- Support creation of training materials and manage incident updates via GT System SNOW.
- Support configuration and maintenance of Oracle Fusion HCM and Payroll modules (Core HR, Payroll, Recruit, Benefits, Learn, Time & Absence, Remuneration).
- Reduce open incidents in the HCM & Payroll stream to a target of 20.
- Collaborate with other GT IT streams to maintain seamless integrations and data flows.
- Provide training and guidance to HR and Payroll teams on system functionality.
- Act as a subject matter expert and liaise with support partners to identify and communicate improvement opportunities.
- Ensure compliance with Payroll legislation, HR policies, and Oracle best practices.
What you bring
process improvement
quarterly releases
project management
agile
oracle support
driving licence
- Ability to drive hands-on process improvement as a member of the team but take individual responsibility for continual improvement.
- Must have had hands on experience of the delivery of quarterly releases – through the cycle of review, test and release.
- Previous project management experience and a working knowledge of project development methods like Waterfall and Agile would be advantageous.
- Business Information Systems, Business Management, Computing and Systems Development or Computer science or Professional qualification in Human Resources and/or Payroll.
- At least 3 years of working in an Oracle Support Team. This to include level 1 support, call handling and working with the customer.
- Travel to various business locations will be required so a full UK driving licence would be necessary.
- Comprehensive pension plan
- A wide range of corporate discounts
- Generous holiday entitlement, increasing with years of service, plus the opportunity to purchase further holidays
- Cycle to Work schemes
- Competitive family leave policy
- Private medical scheme options are available for all salaried employees and our employee assistance programme also provides free 24/7 support to those who need it
- Paid for yearly membership to one recognised professional association relevant to your role
- Regular Save as You Earn share purchase scheme
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Interview process
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Company
Overview
£3.7 billion+
Order Book Value
After selling its housing arm in January 2020, the company rebuilt a significant order book, reflecting its strategic focus and growth.
£1.77 billion
Annual Revenue 2024
The company delivered £1.77 billion in revenue, showcasing its operational strength and market presence.
- a national construction powerhouse with a history tracing back to two century‑old local builders.
- now focusing on Building, Infrastructure (including Highways and Environment), and Specialist Services, delivering projects such as schools, hospitals, water barriers, and road networks.
- expanded through strategic acquisitions—Morrison Construction in 2006, Miller Construction in 2014, and water and specialist services firms since 2021—to broaden its technical capabilities.
- delivers projects in sectors like education, health, defence, justice facilities, major highways, water treatment infrastructure, fire‑safety upgrades, and digital infrastructure.
- retains dual brands—Galliford Try in England & Wales and Morrison Construction in Scotland—to maintain regional strength.
- has shown strong growth, recovering from COVID, reinstating dividends in 2021, and aiming to exceed £2.2 billion in revenue and achieve a 4% operating margin by 2030.
- Excellence
- Passion
- Integrity
- Collaboration
- Health and safety always prioritised – “nothing is so important that we cannot take the time to do it safely.”
- Agile and smart working methods to enable people to reach their potential.
- People‑oriented, progressive culture driven from top leadership.
62% CO₂e reduction
Carbon Emissions Reduction (2012–2020)
A significant reduction in carbon emissions (Scope 1, 2, and operational Scope 3) was achieved between 2012 and 2020.
93% electric cars
Electric and Plug-In Hybrid Fleet
Over 90% of the company's vehicle fleet consists of electric or plug-in hybrid vehicles, reflecting a strong commitment to sustainable mobility.
100% renewable electricity
Clean Energy Target
The company aims to power its operations entirely with renewable electricity by the end of 2025.
16 activities mapped
Net Zero Route Map
A comprehensive plan addressing key activities contributing to carbon emissions has been published, including diesel use, vehicle emissions, and materials.
- Net zero on Scope 1 and 2 operations by 2030; Scope 1, 2 and 3 across all activities by 2045.
- Near-term emissions targets validated by SBTi (aligned to 1.5 °C).
- Reduced Scope 1 and 2 emissions by 2.5% in 2023 vs 2022; diesel use down 9.1%, vehicle emissions down 6.9%.
- 65% Scope 1 and 2 reduction by 2021.
- Zero construction waste to landfill by 2026.
- Sub-133 g/km fleet average in 2011 down to 86 g/km in 2020.
- PAS 2080:2023 certification achieved (carbon management).
- CDP B grade for environmental performance maintained in 2025.
22.5% gender pay gap
Mean gender pay gap reduction
The mean gender pay gap has been reduced from 28.8% in 2020 to 22.5% in 2024.
74% employee engagement
Employee engagement score
Employee engagement levels are at 74%, exceeding the sector average of 66%.
55% senior leaders
Inclusive Leadership programme participation
55% of senior leaders have completed the Inclusive Leadership programme.
- Appointed a dedicated Inclusion Lead and steering group (July 2023).
- Pilot mentoring scheme for girls: ~50 students across 5 schools.
- Awarded Leaders in Diversity (Highways business) and national FREDIE standards.
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