Head – Processes & Systems, Central Workforce

Role Description of Head – Processes & Systems, Central Workforce Management Role Title Head – Processes & Systems ,Central Workforce Management Reports To Global Head – CWMG (Gunjan Saxena) Direct Reports 4-5 Indirect Reports (upto -2 levels) 12-15 Role Purpose The purpose of the role is to define, design, implement and govern the workforce management process framework for fulfillment, deployment and utilization of process to ensure revenue enablement through fulfillment of current and future client needs. End to end ownership of process changes and process optimization in the organization w.r.t Talent Supply Chain Do Roles & Responsibilities: Define and develop policies, processes, governance systems for Workforce Management (WFM) Define, establish and monitor the process guidelines for fulfillment, deployment (including rotation) and utilization of workforce within Wipro. Identify and review development and maintenance of tools and applications to build efficient and effective WFM processes. Vendor management – Search and Match process PSC Process integrations for mergers and acquisitions Deploy, Monitor and optimize Talent Supply chain processes across GBLs Work with Stakeholders to gather business requirement In collaboration with GBLs, define and own the Business Requirement Document (BRD) for all the TSC processes. Review the requirement and priorities based on the business need Provide system support to GBLs on end to end transaction Ensuring system implementation of the TSC processes Work with Implementation partners (BiTS team) and ensure quality release on-time Responsible for UAT and post implementation support. Team Management Resourcing Hire adequate and right resources for the team Talent Management Ensure adequate onboarding and training for the team members to enhance capability & effectiveness Build an internal talent pool and ensure their career progression within the organization Manage team attrition Drive diversity in leadership positions Performance Management Set goals for the team, conduct timely performance reviews and provide constructive feedback to own direct reports Ensure that the Performance Nxt is followed for the entire team Employee Satisfaction and Engagement Lead and drive engagement initiatives for the team Track team satisfaction scores and identify initiatives to build engagement within the team Stakeholder Interaction Stakeholder Type Stakeholder Identification Purpose of Interaction Internal WMG Units of GBLs Creating, implementation and governance of WFM policies and processes GBLs Delivery Units Fulfilment and overdues; review and governance of identified commercially worst programs Delivery capability development of team and new ways of doing program/ project management GBL Leadership Fulfilment and overdues; hiring and onboarding of freshers COO For governance and strategy TT Leadership Provide inputs for fresher engagement and delivery capability development IS Team Changes in the current systems to update the program management systems/ processes Global TA Team For fresher hiring Governance Council Review of 50 commercially worst programs (in terms of customer satisfaction/ 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 L Qualifications: ists the competencies required to perform this role effectively: Functional Competencies/ Skill Domain/Industry Knowledge – Awareness and knowledge of broad economic, demographic, technological and global trends in the IT industry – Expert Systems Thinking – Understanding of the Wipro system (interrelatedness, interdependencies and boundaries) and perform problem solving in this complex system - Expert Leveraging Technology – Knowledge of current and upcoming technology (automation, tools and systems) to build efficiencies and effectiveness in own function/ client organization - Expert Workforce Intelligence – Understanding of workforce trends on skills (new and current) and rules on workforce across geographies– Expert Technical Knowledge – Knowledge of Process life cycle management best practices with the understanding of TSC Wipro – Master Competency Levels Foundation Knowledgeable about the competency requirements. Demonstrates (in parts) frequently with minimal support and guidance. Competent Consistently demonstrates the full range of the competency without guidance. Extends the competency to difficult and unknown situations as well. Expert Applies the competency in all situations and is serves as a guide to others as well. Master Coaches others and builds organizational capability in the competency area. Serves as a key resource for that competency and is recognised within 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 2. Process Simplification Number of process related to TSC optimized / simplified/% of automation 3. Governance of identified programs % of system enablement 4. Team Management Team attrition, Employee satisfaction score