UK

United Kingdom · Human Resources · Mid-Level (2-5 years)

HR Projects Specialist

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

  • Experience bandMid-Level (2-5 years)
  • Direct reportsNo direct reports
  • Reports toHR Project Manager
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as HR Implementation Specialist · HR Programme Analyst · HR Change Coordinator

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to HR Projects Specialist

Ten quick questions, one per Future Fluency, asked against this role rather than a generic one. About five minutes, and no card.

Start the check, free

1What this role really is

You're the person who turns HR strategy into a working reality. This isn't about just 'doing HR'; it's about making sure new policies, systems, or processes actually land well for our employees and managers. You'll be right in the thick of it, owning key parts of bigger HR programmes and making sure they get delivered on time and how we planned.

2What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Workday / SAP SuccessFactors (HRIS)Intermediate

Pulling standard reports, performing data entry, navigating core modules (HCM, Compensation, Talent) to support project needs, and understanding how data flows within the system.

Asana / Monday.com (Project Management)Intermediate

Updating assigned tasks, tracking personal progress, attaching documentation, understanding project dashboards, and helping to manage smaller project plans or workstream schedules.

Excel / Power BI (Analytics & Visualisation)Intermediate

Cleaning datasets, creating pivot tables, building basic charts and dashboards from pre-defined data sources, and helping to prepare simple project reports or data summaries.

MS Teams / Slack / Confluence (Collaboration)Intermediate

Participating in channels, co-editing documents, locating information within existing Confluence spaces, and helping to organise project-related knowledge bases.

Qualtrics / Culture Amp (Survey & Feedback)Basic

Launching a pre-built survey, exporting raw data, and performing basic filtering of results to support project feedback gathering or change readiness assessments.

3What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing inWhere you are nowThe step above
Task Prioritisation within WorkstreamEscalate to Project Manager for guidance.Prioritise independently based on project plan and manager's guidance; inform Project Manager of significant shifts.Independently prioritise and adjust workstream tasks, informing Project Manager of impact.
Process Design for a Specific HR WorkflowSupport the design process by documenting current state; no design decisions.Draft proposed process maps (e.g., using SIPOC) and gather feedback; consult Project Manager and CoE leads for approval.Lead the design of complex HR processes, making recommendations to CoE leads and Project Manager for approval.
Communication Plan Content & MessagingDraft content based on templates and specific instructions; submit for full review.Develop initial drafts of communication plans and key messages for specific project phases; get approval from Project Manager and Internal Comms.Design and execute comprehensive communication strategies for entire projects, aligning with senior leadership.
Vendor Interaction & Issue ResolutionEscalate all vendor issues to Project Manager.Liaise with vendors on routine issues (e.g., scheduling, clarifying technical details); escalate complex issues or contractual matters to Project Manager.Lead vendor relationship management for specific project components, negotiating minor scope adjustments or issue resolution plans.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Workstream On-Time Completion
Percentage of assigned project workstreams or key tasks completed by their agreed deadline.
Target · 90% or higher

If you're managing the UAT phase for a new system, 95% of test scripts are executed and signed off by the planned 'go-live' date.

Documentation Quality & Completeness
Accuracy, clarity, and completeness of project documentation (e.g., BRDs, communication plans, training materials) you've drafted.
Target · Fewer than 2 minor revisions per document after initial review

Your draft of the new policy's FAQ document requires only minor wording tweaks, not major content changes, from the policy owner.

UAT/Testing Defect Rate
Number of critical or high-priority defects identified during user acceptance testing (UAT) in the workstreams you manage.
Target · Less than 5 critical defects per UAT cycle

During the testing of a new HR portal feature, you help catch 3 minor bugs, but no showstoppers, before launch.

Stakeholder Feedback on Deliverables
Feedback from key stakeholders (HRBPs, CoEs) on the quality and usefulness of your specific project deliverables.
Target · Average score of 4 out of 5 on project feedback surveys

The Talent Acquisition CoE praises your communications plan for being clear and easy to follow.

Proactive Problem Identification
How well you spot potential project blockers or risks before they blow up, and bring them to your Project Manager's attention.
  • You flag a potential data migration issue two weeks before it impacts the timeline. You highlight a conflict between two CoE requirements early on, allowing time for resolution. You don't just report problems
  • you come with potential solutions.
Clarity of Communication
Your ability to translate complex project details into clear, concise updates for different audiences, avoiding jargon.
  • Stakeholders consistently understand your project updates. You get fewer 'can you explain that again?' questions. Your emails are easy to read and get straight to the point. You adapt your language for IT vs. HRBPs.
Collaboration & Teamwork
How effectively you work with other team members and stakeholders to get things done, even when priorities clash.
  • You're seen as someone who helps unblock others. You actively offer support to colleagues. You build good working relationships across different HR teams. People actually enjoy working with you on projects.
Adaptability to Change
Your ability to adjust plans and priorities when project scope shifts or unexpected challenges arise (which they will, honestly).
  • When a key stakeholder changes their mind, you quickly revise the relevant documentation without drama. You can pivot to an urgent request without losing track of your other responsibilities. You don't get flustered when things don't go exactly to plan.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy
Seeing Tangible Impact

You get a real buzz from seeing a new system go live, or a new policy being successfully adopted by employees. You enjoy knowing that your work has made a practical difference to how people work every day.

You've just finished rolling out a new manager self-service portal, and you see managers actually using it to approve holidays, saving HR countless hours of admin.

Solving Complex Puzzles

You enjoy taking a messy, ill-defined problem and breaking it down into manageable pieces, figuring out the steps, and then seeing those pieces come together. It's like solving a big, organisational jigsaw puzzle.

You're tasked with streamlining the internal mobility process, which currently involves 7 different forms and 4 departments. You enjoy mapping it out and finding a simpler way.

Learning and Growth

You're keen to pick up new project management techniques, learn more about different HR functions, and get better at managing change. You actively seek out opportunities to develop your skills.

You volunteer to lead a small training session on a new feature in Asana because you want to deepen your own knowledge and help others.

What frustrates people
  • The 'Yes' in the Room, 'No' in Reality: Stakeholders who agree to a plan in a meeting, but then don't follow through with their teams.
  • The Invisible Work of Data Cleansing: Spending days just cleaning up dodgy data from our old HR systems before you can even start the 'real' project work.
  • Change Fatigue: Launching a great project only for it to struggle because employees are just exhausted from too many other company changes.
  • The Competing CoEs: Being caught in the middle when two different HR departments have conflicting requirements for the same system or process.
  • The 'Urgent' Executive Pet Project: Having to drop a well-planned, strategic task to jump onto a poorly defined 'urgent' request from someone senior.
What this role does not give you
  • A perfectly predictable, linear workday where everything goes to plan.
  • Sole authority over project direction or budget (that's for your Project Manager).
  • A quiet, heads-down role with minimal interaction—you'll be talking to people constantly.
  • The chance to avoid documentation or administrative tasks; they're a core part of this job.

6Who you work with

Your work directly influences employee experience, operational efficiency within HR, and the successful adoption of new HR tools and policies across the entire organisation. Get it right, and HR looks like a well-oiled machine; get it wrong, and you'll hear about it.

Inside the business
  • HR Project Managers (your direct line)
  • HR Business Partners (HRBPs)
  • HR Centres of Excellence (e.g., Talent Acquisition, Compensation, Learning & Development)
  • IT Support & Development Teams
  • Internal Communications Team
Outside the business
  • HR System Vendors (e.g., Workday, Qualtrics)
  • External Consultants (occasionally, for specific expertise)

7What you need before you start

Not a wish list. The things you would be expected to already have.

  • At least 2 years of hands-on experience in an HR role, ideally with some exposure to project work or system implementations.
  • Proven ability to manage multiple tasks and deadlines in a fast-paced environment.
  • Demonstrable experience in drafting clear, concise documentation (e.g., process guides, training materials, project updates).
  • Experience using at least one HRIS system (like Workday or SAP SuccessFactors) for data entry or reporting.
  • A good grasp of Microsoft Excel for data manipulation and basic analysis.

8What to practise next

Where the job is going, and what to do about it starting this week.

HRIS Configuration & Optimisation

As our HRIS (Workday/SAP SuccessFactors) evolves, you'll need to understand not just how to use it, but how to configure basic elements to support new projects or processes. This means less reliance on IT for simple changes.

Business Process Configuration · Report Writing (Advanced) · Security & Permissions

  • This month: Ask your Project Manager if you can shadow a more senior colleague during a basic HRIS configuration session.
  • Next quarter: Volunteer to build a custom report in Workday/SAP SuccessFactors for a project, with guidance.
  • Within 6 months: Complete an online module or certification in HRIS report writing or basic configuration.
  • Within 12 months: Lead the configuration of a small, non-critical HRIS business process change for a project.

Quick win: Spend 30 minutes each week exploring the 'admin' or 'configuration' sections of our HRIS (in a sandbox environment, of course!) to see what's possible.

9Staying current once you are in

What people here do to keep up
  • Join a local Project Management Institute (PMI) or Association for Project Management (APM) chapter for networking and learning.
  • Attend webinars or online courses on specific HR system functionalities or new HR technologies.
  • Seek out opportunities to shadow senior HR Project Managers to learn how they tackle complex challenges.
  • Regularly read industry publications or blogs focused on HR technology and HR transformation.

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: AI-Assisted Project Management & Reporting

AI tools are rapidly changing how we track project progress, analyse data, and generate reports. Those who can use these tools effectively will be significantly more productive and accurate. It's not about replacing you; it's about giving you superpowers.

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

Your PlanIllustration

Built for HR Projects Specialist

3 units that map to this job, from the qualifications that cover it.

  1. Administer human resource recordsHighfield Qualifications · covers 2 of 3 standardsLevel 3
  2. Administer the recruitment and selection processiCan Qualifications Limited · covers 2 of 3 standardsLevel 3
  3. Project managementHighfield Qualifications · covers 1 of 3 standardsLevel 3
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI-Assisted Project Management & Reporting

AI tools are rapidly changing how we track project progress, analyse data, and generate reports. Those who can use these tools effectively will be significantly more productive and accurate. It's not about replacing you; it's about giving you superpowers.

  • Automated Data Extraction
  • Predictive Analytics for Risk
  • Natural Language Generation (NLG)
  • Prompt Engineering Basics

Advanced Data Storytelling

It's no longer enough to just present data; you need to tell a compelling story with it. As HR becomes more data-driven, the ability to translate complex analytics into clear, actionable insights for non-technical audiences is becoming critical for project success.

  • Audience-Centric Visualisation
  • Narrative Structure
  • Highlighting Key Insights
  • Ethical Data Use

What you’ll use

Skills this role draws on

Technical

  • Project Management Methodologies (Waterfall & Agile/Kanban)
  • Change Management Frameworks (e.g., ADKAR Model)
  • Business Process Mapping & Re-engineering (e.g., SIPOC)
  • Stakeholder Analysis & Management (Power/Interest Grid)
  • Requirements Gathering & Documentation (BRDs)
  • Benefits Realisation Management (Basic)

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    HR Coordinator / HR Administrator

    2-3 years

    Skills to master

    • Data entry accuracy, HRIS navigation, basic reporting, understanding HR policies, managing routine HR processes, strong organisational skills.

    You're ready to move on when

    • You've shown initiative in streamlining an HR process or improving a report.
    • You're the go-to person for HRIS questions among your peers.
    • You've actively supported a small project or implementation (e.g., gathering data, testing).
    • You're always looking for ways to make things more efficient in your current role.
  2. 2

    Junior Project Coordinator (any function)

    2-3 years

    Skills to master

    • Task tracking, project documentation, meeting coordination, stakeholder communication, understanding project lifecycle, using project management tools.

    You're ready to move on when

    • You've successfully managed a small project end-to-end (even if it wasn't HR-related).
    • You're proficient in a project management tool like Asana or Monday.com.
    • You're known for your meticulous planning and follow-through.
    • You've shown a keen interest in HR and how projects impact people.
  3. 3

    HR Shared Services Specialist

    3-4 years

    Skills to master

    • Process adherence, customer service, issue resolution, HRIS expertise, understanding of HR policies and procedures, efficiency in high-volume environments.

    You're ready to move on when

    • You've identified and proposed improvements to existing HR processes.
    • You're an expert user of the HRIS and can troubleshoot common issues.
    • You've had exposure to different HR functions and understand their interdependencies.
    • You enjoy solving problems and making things work better for employees.

11Where this role leads

The long view:Your career path here is really what you make it. We're committed to giving you the tools, challenges, and support to grow, whether you want to become a project management guru or a deep HR systems expert. Let's build something great together.

Pay & demand

Pay and demand for this role will appear here, each figure traced to a named authoritative source (e.g. the ONS Annual Survey of Hours and Earnings, under the Open Government Licence). We don’t show numbers we can’t attribute.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how HR Projects Specialist is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

Where it leads

Roles this leads to

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Administer human resource recordsLevel 3

Applied to your work in HR Projects Specialist

This unit aims to provide learners with the knowledge and skills to administer human resource records effectively. Learners will understand organisational and legal requirements, create and maintain personnel files, and report Human Resource information accurately and confidentially. Upon completion, learners will be able to apply these skills in a practical setting.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  6. Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
  3. The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
  4. How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
  5. Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in HR Projects Specialist

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

  • Workstream On-Time CompletionPercentage of assigned project workstreams or key tasks completed by their agreed deadline.If you're managing the UAT phase for a new system, 95% of test scripts are executed and signed off by the planned 'go-live' date.90% or higher
  • Documentation Quality & CompletenessAccuracy, clarity, and completeness of project documentation (e.g., BRDs, communication plans, training materials) you've drafted.Your draft of the new policy's FAQ document requires only minor wording tweaks, not major content changes, from the policy owner.Fewer than 2 minor revisions per document after initial review
  • UAT/Testing Defect RateNumber of critical or high-priority defects identified during user acceptance testing (UAT) in the workstreams you manage.During the testing of a new HR portal feature, you help catch 3 minor bugs, but no showstoppers, before launch.Less than 5 critical defects per UAT cycle
  • Stakeholder Feedback on DeliverablesFeedback from key stakeholders (HRBPs, CoEs) on the quality and usefulness of your specific project deliverables.The Talent Acquisition CoE praises your communications plan for being clear and easy to follow.Average score of 4 out of 5 on project feedback surveys
These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From HR Projects Specialist to Senior HR Projects Specialist (Level 3), and whatever you decide comes after.

Level 3 · in progressAI Fluency→ Senior HR Projects Specialist (Level 3)→ your design
Where this takes you

Your career path here is really what you make it. We're committed to giving you the tools, challenges, and support to grow, whether you want to become a project management guru or a deep HR systems expert. Let's build something great together.

See Your Progress GrowIllustration
HR Projects Specialist
  • Project Management Methodologies (Waterfall & Agile/Kanban)
  • Change Management Frameworks (e.g., ADKAR Model)
  • Business Process Mapping & Re-engineering (e.g., SIPOC)
  • Stakeholder Analysis & Management (Power/Interest Grid)
  • Requirements Gathering & Documentation (BRDs)
  • Benefits Realisation Management (Basic)
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

HR Projects Specialist is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior HR Projects Specialist (Level 3)

    2-3 years in this role

    You'll move from owning workstreams to managing small-to-medium complexity projects independently, from start to finish. You'll also start mentoring junior colleagues.

    • Full project lifecycle management (initiation, planning, execution, closure)
    • Risk management and mitigation planning (identifying and planning for project risks)
    • Budget tracking for smaller projects (monitoring spend against plan)
    • Vendor management (managing relationships and deliverables for smaller vendors)
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, HR projects involve a lot of moving parts, from chasing updates to drafting endless documents. What if you could cut down on the tedious stuff and focus on the strategic, people-focused work? That's where AI comes in.

We're embracing AI to make our HR Projects team more efficient and effective. You'll have access to tools that can handle the heavy lifting of data analysis, documentation, and reporting, freeing you up to do what you do best: connect with people, solve problems, and drive real change.

Automated Status Reporting

Imagine an AI assistant pulling task statuses from Asana, budget spend from our finance system, and key milestones from Workday to automatically generate the first draft of your weekly steering committee report. No more manual data collation!

Thematic Survey Analysis

Got loads of open-ended comments from an employee engagement or change readiness survey? Feed them into an AI tool. It'll instantly identify key themes, sentiment (positive, negative), and pull out powerful quotes, giving you insights in minutes, not days.

Content First Draft Generation

Need to draft a project communication, an FAQ document for a new policy, or a training guide? Use generative AI to create a solid first draft based on your project brief and requirements. It's a massive head start, letting you focus on refining the message.

Intelligent Meeting Summaries

Record your stakeholder interviews or requirement-gathering workshops (with consent, of course!). An AI transcription tool can then create an accurate transcript, a concise summary of key decisions, and a clear list of action items with owners. No more frantic note-taking.

Common questions

Common questions

How do you become an HR Projects Specialist?

Common routes in include HR Coordinator / HR Administrator (2-3 years), Junior Project Coordinator (any function) (2-3 years) and HR Shared Services Specialist (3-4 years). Times vary with prior experience.

Where can an HR Projects Specialist progress to?

This role can lead on to Senior HR Projects Specialist (Level 3) (2-3 years in this role), depending on the skills you build.

What level is an HR Projects Specialist in the UK?

This role aligns to RQF Level 3 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for an HR Projects Specialist?

Increasingly, AI-Assisted Project Management & Reporting and Advanced Data Storytelling. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows an HR Projects Specialist, works on the job you actually do, and keeps going at your pace rather than a timetable's.

  • Searching and planning stay free. You only pay when you start learning.
  • Your credits are yours. Regulated, and they don't vanish when a subscription ends.
  • Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 3 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming an HR Projects Specialist: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.
Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 3

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

Other roles in Human Resources

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll gain as an HR Projects Specialist are highly transferable. You could easily move into project management roles in other corporate functions (e.g., IT, Operations, Finance) or even into consulting, especially within the HR technology space. Good project managers are always in demand.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

This role profile is © 2026Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.