Head - Workforce Management - IT Services

Head - WFM

Key Focus areas :

1) Focus on billed headcount growth through proactive and planned tracking and reporting to facilitate decision making by leadership team; focus on increasing and timely bill-ability of personnel

2) Manpower forecasting and planning - Partnering with Business Units to prepare BU-specific forward looking manpower plans based on pipeline of current and upcoming projects and attrition trends, incoming RFPs, life cycle of various client engagements

3) Fulfillment - internal and external - timely personnel need fulfillment of various projects through internal mobility, external recruiting and contracting; tracking external talent market trends and availability of talent; using a combination of strategies including campus, backups, and redeployment of resources on bench. Limiting deviations on external hiring job descriptions to ensure fungibility of workforce for core skill areas.

4) Increasing utilization and profit margins of engagement - Developing a plan for monitoring utilization and keeping it under agreed limits; removing inefficiencies, over staffing; maintaining profitability of projects; prevent revenue leakage by timely actions

5) Building a future-ready workforce by capability building, skill, competencies and credentials inventory and forecasting - keeping track of important, critical and emerging/future skills, graduate engineer trainee management and deployment, reskilling, cross-skilling and upskilling, preparing career and skill history of personnel, serving both projects and practices (SMEs)

6) Contract management - tracking life cycle and types of engagements and proactively planning for redeployment of personnel

7) Efficient bench management - ensure bench is efficiently managed and there is optimal mix of skill-sets and role ratios; ensure optimal aging; engagement (including new hires), retention and performance management of personnel; cross-training and upskilling; redeployment; availability of manpower for internal projects; wherever necessary amicable outplacement's.

8) Job Descriptions, Resume and Feedback Management - Ensure availability of quality and updated job descriptions, resumes, hiring and project roll-off feedback for all personnel to ensure responsiveness and effectiveness of fulfilment of open needs.

9) Visa readiness and planning - Partner with Business Units for proactive planning for visas to enable mobility/ redeployment of workforce across geographies. Ensure that the current visa statuses are maintained and available for planning.

10) Tools and Technology adoption to drive efficiencies - Identify and implement suitable tools and technologies to drive efficiency in workforce management processes to reduce manual effort and data inaccuracies.

11) Contractor Engagement and Compliance - Identifying opportunities for leveraging temporary contractors and managing associated risks and compliance in partnership with other support functions.

Deliverables :

1) Proactive executive reporting and dashboards on

a. Billed headcount trending b. Profitability and margins - Unbilled cost c. Manpower utilization d. Projects/engagements - lifecycle management e. Billability reports by BU

2) Fulfilment dashboard

a. Timeline for fulfilment b. Internal/external ratios c. Balancing channels

3) Skillset availability and forecasting

a. Critical skillset mapping b. BU-wise mapping c. Project-specific forecasts

4) Efficient bench management dashboards:

a. Number and aging of resources

5) Accurate and Updated Inventories

a. Job Descriptions b. Resumes c. Skill and Competency d. Visas

Person specification :

1. Strong prior experience of workforce / resource management function in a leading IT services company (Tier 1/2 company with established best practices in Resource Management would be preferred)

2. Strong operational and delivery background, metric driven approach; dynamic and agile in thinking, planning and execution

3. Should have managed a combination and type of projects - fixed bid, fixed price, T&M, co-managed, company managed, client managed and ODCs

4. Strong ability to partner with Leadership, specially delivery leadership, talent acquisition leadership and Talent Management leadership teams

5. Exposure to best practices, tools, processes and systems - ability to adapt these for Iris-specific use as well innovate wherever needed

6. Strong data-driven approach to facilitate decision making

7. Strong competency on collaboration and collaborative problem solving; consensus driven approach

8. Proactive in reporting and highlighting issues and concern areas, proposing solutions

9. Resourceful in terms of alternative strategies and creativity in sourcing and fulfilment strategies

10. Able to see and connect dots in terms of intersections of people, skills, capabilities, timelines,projects and client preferences.

Mandatory requirements :

- Overall 18+ years of experience

- Strong WFM/RMG background in IT services (Tier 1/2) including fulfilment, profit margins

- Strong leadership ability - influencing, leading teams, collaboration, agility, communication, program management, data-driven approach, proactive reporting and calling out issues - Strong operational excellence background - dashboard, tracking and monitoring, delivery - Strong revenue and profit margin focus - Resourceful person able to generate, develop and execute alternate strategies

- Good interpersonal and relationship based approach