Manager -workforce management

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