Why the Right Talent is Critical for a Successful ERP Transformation
ERP transformation initiatives are among the most high-stakes, high-investment projects organisations can undertake. Designed to streamline operations, improve decision-making, and unlock efficiencies across finance, HR, supply chain and beyond, a successful ERP transformation project has the potential to completely reshape how a business operates.
But despite the potential, too many ERP programmes fall short of expectations, and often, the common thread in these failures is people. With only 31% of organisational transformations succeeding, ERP migrations face even greater odds.
ERP transformation is a sweeping organisational shift that requires strategic thinking, expert delivery, and alignment across every layer of the business. Without the right talent in place, organisations face delays, cost overruns, disruption, and ultimately, poor return on investment.
The Value and Vulnerability of ERP Programmes
ERP transformation is a key component of digital transformation for businesses across industries. According to research from Deloitte, 74% of UK businesses say digital transformation, including the implementation of new technologies like ERP, is the most important investment they can make for the future of their organisation.
Yet, businesses are finding it increasingly difficult to generate measurable value from these investments. The same study found that:
- 30% of leaders admit they lack a clear digital transformation strategy
- 37% see their dependency on legacy systems as a major barrier
- 31% say insufficient data or organisational silos prevent successful transformation
- C-suite leaders are struggling to measure ROI and connect tech to strategic outcomes
With ERP projects often representing multi-year investments, the pressure to get them right has never been greater. And with nearly 75% of organisations expected to undertake more major change initiatives in the next three years, it’s never been more important to have the right ERP leaders guiding the way.
The Talent Gap Holding ERP Transformations Back
ERP transformation projects frequently fail due to gaps in leadership, strategy, and execution. Organisations often underestimate the complexity of ERP transformation and fail to build the right internal capability to deliver and sustain change. No matter how advanced your ERP platform or how detailed your project plan, success comes down to people. The right talent can accelerate delivery, ensure business alignment, and drive adoption. The wrong talent, or a lack of it, can stall progress and erode value.
ERP leaders bring the skills, foresight, and influence necessary to avoid pitfalls and to unlock value. Your ERP transformation deserves leadership that understands both the technology and the people it’s meant to empower.
Among the most critical roles to consider are:
- ERP Programme Directors: Senior leaders who own programme governance, align ERP delivery with strategic business goals, and engage the board.
- ERP Leads and Functional Consultants: Experts who understand the unique workflows of finance, HR, procurement, and other core functions.
- Change Managers and OD Specialists: Professionals who manage employee engagement, training, and culture alignment.
- Data Migration and Integration Leads: Technical experts who ensure legacy data is clean, structured, and transitioned effectively.
The Strategic Position of Change and Transformation Talent
Historically, Change and Transformation professionals were hired for tactical delivery. But as ERP projects have become more strategic in nature, so have the expectations for transformation leaders.
Today’s change and transformation executives are increasingly sitting on the board, guiding not just what gets delivered but how and why. In some organisations, this has created the Chief Transformation Officer, a board-level role with full accountability for business change.
The same shift is evident in change management and organisational development. These professionals are now focused designing programmes to improve leadership capabilities, bring organisation culture and strategy together, and embed a business-wide long-term mindset for transformation.
This evolution shows why your recruitment for ERP leadership roles needs to consider the strategy, goals, and cultural context of your organisation, because the person you hire will have a central role in creating transformation that considers those elements.
Key Skills for ERP Transformation Success
To deliver a successful ERP transformation project, your talent acquisition strategy should target a blend of strategic and technical capabilities. Here are some of the essential skills to look for:
Strategic Storytelling: Leaders must be able to explain the ‘why’ behind transformation to secure buy-in at every level.
Stakeholder Management: Building coalitions across departments and geographies is crucial to driving change.
Data-Driven Decision Making: ERP leaders should be comfortable using tools to monitor progress and performance.
AI Awareness: Familiarity with emerging technologies, particularly around automation and analytics, is increasingly valuable.
Resilience and Agility: ERP projects evolve, and leaders must adapt to shifting priorities and market conditions.
Building a Resilient Talent Acquisition Strategy
If ERP transformation is business-critical, then ERP recruitment must be business-aligned. That means building a proactive, strategic approach to talent acquisition that includes:
- Workforce Planning
Effective ERP transformation demands foresight into the skills and roles needed across the entire project lifecycle. Workforce planning allows you to anticipate critical resource needs, avoid last-minute hiring, and ensure project continuity. It involves mapping talent requirements to each project phase, from early strategy and selection to post-go-live support. This ensures capability gaps are identified and addressed early, reducing risks of delivery delays or quality issues. - Interim Leadership
Hiring for permanent roles can take time, but ERP transformation projects often can’t wait. Interim ERP leaders offer an agile solution. They provide immediate expertise and stabilising leadership during critical transition periods. These professionals bring a wealth of delivery experience and can step in to guide programmes, mentor internal teams, and solve urgent challenges while permanent talent is sourced. Hiring interim leaders also brings fresh perspective and momentum to complex initiatives. - Diversity of Thought
Diverse teams are better equipped to challenge assumptions, find creative solutions, and adapt to unexpected challenges. Whether it’s sector-specific expertise, cross-functional experience, or cultural diversity, building a team with varied perspectives leads to stronger collaboration and more robust outcomes. This is especially critical when delivering change across complex, multinational environments. - Partnerships with Specialist Recruiters
Partnering with recruiters who understand ERP transformation offers a faster, more precise route to talent. At Cedar, we have access to pre-vetted candidates with proven experience in ERP delivery, change management, and digital transformation. We also understand the nuances of hiring for strategic vs tactical roles and can support with both interim and permanent needs.
Explore Our Change & Transformation Recruitment Services
At Cedar, we’ve helped organisations across the UK and Europe deliver successful ERP transformation projects by securing both permanent and interim leaders with the technical and strategic expertise required.
Cedar’s Change & Transformation team supports clients at every stage of their ERP journey. Whether you need a Programme Director to lead delivery, an interim Change Manager to drive adoption, or a full team of ERP experts, we’ll help you build a high-performing project team tailored to your business.
