Job Title : Manager -workforce management

Job Location : Mumbai, India

Job Description

Role Purpose

The purpose of the role is to own and support fulfilment ofpositions against the open demands in organization.  Identify thetalent and propose relevant profiles against open demands and ensure nopositions are overdue. Ensure employees are directed towards rightopportunities

 

Do

  

Analyze the open demands in respective units
Identify all open demands
Identify relevant talent against open demands
Interact with key stakeholders to plan for quarter-on-quartercapacity/ volume growth (additions of billable employees), onboarding offreshers and closure of overdue positions.
Develop and oversee resource analytics (MIS/ reports) tohighlight demand trend, capacity on future skills and improvement oncurrent skills available within Wipro.
Participate in forecasting of demands as required

 

Allocation of right talent against demands
Utilize available talent pool and propose relevant supplies.
Monitor demands closely and ensure no overdues
Organize initiatives (internal job fairs etc) within Wipro foreffective fulfilment of positions in projects.

 

Support Fulfilment by identifying talents within Wipro
Aim to have more internal fulfilment
Ensure maximum utilization of bench/ Virtual and rotation/Tenure employees
Interact with employees and guide them on right opportunities.
Drive employee profile updates

 

 

Participate and support fulfilment drives and relatedprocesses
Participate and attend the fortnightly meetings to review andtrack the areas of improvement
Work with specific Delivery Units to resolve customer relatedissues on specific requirement

 

 

 

 

 

Stakeholder Interaction

 

Stakeholder Type

Stakeholder Identification

Purpose of Interaction

Internal

WMG Units of BU/ SL

Creating, implementation and governance of WFM policies andprocesses

BU/ SL Delivery Units

Fulfilment and overdues; review and governance of identifiedcommercially worst programs

Delivery capability development of team and new ways of doingprogram/ project management

BU/ SL Leadership

Fulfilment and overdues; hiring and onboarding of freshers

GDE Head

For governance and strategy

TT Leadership

Provide inputs for fresher engagement and delivery capabilitydevelopment

IS Team

Changes in the current systems to update the program managementsystems/ processes

Global TA Team

For fresher hiring

Governance Council

Review of 50 commercially worst programs (in terms of customersatisfaction/ delivery) to help them turnaround

External

Industry forums, Partners, Key contacts in competition

Best practices, market intelligence, knowledge sharing

Vendors

Automation and tool deployment

 

 

 

 

 

 

 

 

 

 

Display

 

Lists the competencies required to perform this role effectively:

 

Functional Competencies/ Skill

 

Domain/Industry Knowledge – Awareness and knowledge of broadeconomic, demographic, technological and global trends in the ITindustry – Expert
Systems Thinking – Understanding of the Wipro system(interrelatedness, interdependencies and boundaries) and perform problemsolving in this complex system – Expert
Leveraging Technology – Knowledge of current and upcomingtechnology (automation, tools and systems) to build efficiencies andeffectiveness in own function/ client organization – Expert
Workforce Intelligence – Understanding of workforce trends onskills (new and current) and rules on workforce acrossgeographies– Expert
Technical Knowledge – Knowledge of delivery management bestpractices with the understanding of project management and deliveryspecific in Wipro – Master

 

 

Competency Levels

Foundation

Knowledgeable about the competency requirements. Demonstrates (inparts) frequently with minimal support and guidance.

Competent

Consistently demonstrates the full range of the competency withoutguidance. Extends the competency to difficult and unknown situations aswell.

Expert

Applies the competency in all situations and is serves as a guide toothers as well.

Master

Coaches others and builds organizational capability in the competencyarea. Serves as a key resource for that competency and is recognisedwithin the entire organization.

 

 

Behavioral Competencies
Business Acumen
Problem solving and decision making
Strategic perspective
Execution Excellence
Managing Complexity
Client Centricity
Collaborative working
Effective communication

 

Deliver

 

No.

Performance Parameter

Measure

1.

Fulfilment/ WFM

Net Add targets as per plan

Overdue demand as % of total demand

Internal fulfilment ratio

Revenue loss from open indent

Bench management

Rookie ratio

Reduction in B3+%

Offshore mix

Match to reject ratio

 

Resourcing and Operations Management