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Interim HR Leadership · HR Transformation · People Technology

Interim leadership and hands-on delivery for HR transformation, People Technology and AI-enabled operating models.

Strategy
Direction & design
Technology
Platforms & AI
People
Capability & change
Operations
Delivery & adoption

"The strategy was solid, but something got lost between the plan and the execution."

If that sounds familiar, let's talk.

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Why Leaders Call Me

"My People team doesn't have a knowledge problem. They know the strategy. They need someone who can help them get it done."

The pace outran the leadership in the seat.

The business is moving faster than HR leadership can keep up with, or the person who was keeping up just left. Either way, there's a gap between what needs to happen now and who's there to drive it.

The implementation that didn't land

The platform went live. Something went wrong between the go-live and the way people actually work. Adoption didn't follow.

The operating model change that failed.

HR was restructured. The org chart changed. But the processes, the decisions, and the friction stayed exactly the same.

Stakeholders are demanding faster change from HR.

Your HR team know what needs to be done, but they can't build it. Too many ideas, no prioritization. People are automating their tasks, but not the end-to-end process.

These problems aren't failures of strategy. They're failures of delivery: the work between the decision and the outcome. That's the work SND Projects does.

My Areas of Delivery

Where the work happens.

Interim Leadership & Team Support

Interim HR leadership and HR director cover when a role is vacant, a function is in transition, or a leadership team is forming. Keeping people processes running, representing People at the leadership table, and handing over cleanly. Or working inside the team alongside CHROs and CIOs to build capability and deliver outcomes.

Interim HR Leadership HR Director Cover CHRO Partnership Capability Building

HR Operating Model Redesign

Redesigning how HR is structured, how it delivers, and how it operates, from shared services to business partnering. Built around the business, not HR convention.

Operating Model Org Design Shared Services

People Technology & Application Rationalization

Bringing fragmented HR application estates under control, aligning regions to a single core, and running the transformation PMO that keeps multiple programmes on track. Platform optimization focused on adoption and outcomes, not just go-live.

Workday SuccessFactors ServiceNow OrgVue Transformation PMO

AI-Enabled HR Transformation

Embedding agentic and workflow automation across HR processes, removing manual effort, improving decision quality, and making AI practical rather than promised.

Workflow Automation Agentic AI Digital HR

My Approach

Senior. Embedded. Outcome-led. No dependency.

01

Understand before proposing

Start with what's actually happening, not what the last assessment said. Understand the operating model, the technology, the team, and what's genuinely blocking progress before recommending anything.

02

Deliver inside the team

Strategy and execution in the same engagement. Working directly inside the organization, not through a team of consultants briefed at arm's length. What you see is what you get.

03

Leave it working

Engagements are designed to end. The output is a team that can run what was built without me. No retainer. No dependency. The measure of success is not needing to come back.

Who I Work With

Organizations at a turning point.

Growth-stage companies

Scaling fast and outgrowing the HR structures, systems, and processes that got you here. Need CHRO-level thinking and delivery without the overhead of a permanent hire.

Established enterprises

Navigating post-acquisition integration, platform modernization, or HR transformation that hasn't delivered yet. Need execution experience, not another strategy layer.

Sectors

Across industries. The same approach.

From pre-revenue start-ups to established enterprises, the problems are different. The discipline is the same. A sample of the organizations and sectors I've worked with.

SaaS & Tech

High-growth, tech-native, scaling or transforming faster than HR can keep up.

Aviation & Logistics

Complex multi-country operations, regulated environments, non-tech end-user population.

Hospitality

Fast-moving environment, no HR foundations, leadership stretched across every function.

Not for Profit

Mission-led, resource-constrained, HR that has to do more with less.

My Results

What this looks like when it works.

AI-Enabled People Technology · High-Growth SaaS

Peer feedback rebuilt where engineers already worked: Slack, with Workday quietly behind it.

The Situation

Peer feedback ran once per performance cycle. Participation sat at 50%. The problem wasn't culture. The formal process made it painful. Reviewers couldn't see what they owed. Managers copied responses by hand. Eight weeks to the next cycle.

What Was at Stake

The core HR system wasn't going to be replaced, and shouldn't be. The question was whether peer feedback could be made to work without another platform programme, and at the pace the business expected.

What was Delivered

The feedback experience was rebuilt inside Slack, where engineers already worked. The core HR system stayed in place. AI handled the structured summaries. The data went back to Workday automatically. Participation: 50% → 93%. Reviews submitted: 400 → 1,600+. Live in 8 weeks.

AI Automation Workflow Design Slack Workday Performance Management People Technology

People Technology Transformation · High-Growth SaaS

A People Technology function set up to lead in a company still moving fast.

The Situation

A fast-scaling SaaS company needed its People Technology function to keep pace with the business. Workday was live and a capable team was in place, but demand on both was growing faster than the structure around them.

What Was at Stake

People systems had to scale with the company. The business needed confidence that People Technology could lead, not just maintain.

What was Delivered

Stronger leverage of Workday across core processes. Leadership and direction for the team. Vendor and application management brought to a higher level, with consistency in how decisions were made and work was delivered. AI-enabled automation moved from concept into production.

People Technology Workday Vendor Management AI Enablement SaaS

Post-Acquisition Workforce Integration · Global Logistics Enterprise

Two businesses became one, without losing operational stability or the people that made either worth acquiring.

The Situation

A major global logistics company acquired one of its largest European competitors. Two strong cultures. Neither designed to become the other. The acquirer ran on standardized, centralized systems. The acquired business was the opposite: fragmented, legally distinct entities across Europe.

What Was at Stake

An integration across dozens of countries, complex labour frameworks, European Works Councils, and tens of thousands of employees could not afford to fail operationally. Disruption wasn't just an HR risk. It was a business risk.

What was Delivered

Operating models, leadership structures, and workforce frameworks were aligned, built on compromise where needed, standardization where it worked, and genuine cultural integration where it mattered. The HR systems estate was brought under control across 32 countries: a fragmented, multi-country application landscape consolidated into a single system of record ahead of a phased Workday rollout. The result was one organization, one operating model, and a workforce that understood what had changed and why.

M&A Integration Operating Model Multi-jurisdiction Works Councils Culture Alignment Enterprise

About

25+ years of doing this. Not advising on it.

Sean Dixon

Sean Dixon founded SND Projects in 2024 to work directly inside organizations rather than advise from a distance. The focus is the work that actually matters: HR transformation, People Technology, and AI that works in practice, not just in pitch decks.

Sean built his HR career at FedEx, across every dimension of the function: org design, service delivery, reward, workforce planning, HR systems and employee relations, including chairing the EU-level Works Council for FedEx Europe. That progression culminated in VP HR Europe, across 32 countries and through one of Europe's largest post-acquisition integrations. Most of that complexity sat at country and legal entity level, where populations typically ran 500 to 2,000. The same scale most organizations operate at, done thirty-two times over.

SND Projects brings that experience directly to the work, as interim leader or hands-on advisor. No junior team. No arm's-length delivery. And where a project calls for it, Sean draws on a network of trusted specialists and thought leaders built over 25+ years in the field.

2001

FedEx: HR leadership

UK, Ireland, Nordics and EMEA

2015

Director Org Design & HR Systems EMEA

Workday HCM implementation · post-acquisition architecture

2021

Vice President HR Europe

32 countries · major acquisition integration · multi-jurisdiction

2024

Founded SND Projects

Interim HR leadership · HR transformation · People Technology · AI enablement

2025

Head of People Technology (Interim), Miro

Workday leverage · team leadership · vendor and application management

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If you're ready to move, let's talk.

A straightforward conversation. No intake form, no deck, no proposal before we've spoken. Just a direct discussion about the problem and whether this is the right fit.

Get in Touch connect@sndprojects.eu