Lead Proj Mgmt Specialist

• Strategize, Formulate, and Execute Workforce Planning / SIOP Strategy, for Project Engineering (PE) global locations; Own SIOP governance and forecasting ofworkforce demand & supply
• Enable PE to meet its financial goals to meet OEF commitments as be PE AOP guidelines
• Determine proactively talent management interventions to ensure that the organisation has the right People with the right Skill at the right Time at the right Place
• Enabler of Talent Strategies alignment to Business Strategies.
• Optimize data driven talent decisions to manage demand and supply of talent.
  

Responsibilities

Key Activities/Elements

% Time Spent

• Drive and continuously improve, value add to PE SIOP Strategy /Deployment @ PE Locations - Involves influencing, mentoring, and collaborating with multiple global stakeholders
• Drive and continuously improve while executing SIOP process within PE Global locations with a Goal to achieve +/- 1% Census variance Say/Do.
• Collaborate and manage governance / MOS with all key stakeholders – Business engineering teams, TA, HR, Finance, Engineering and Operations to establish Supply Plans
• Staffing Capacity Planning and forecasting to enable appropriate Supply Planning Strategy for RPO, Requisition management
• Integration with global SIOP practices & Tools (Work force panning Tool customized to HTS needs)
• Build team to self-sustain and grow
  

35%

• AOP Governance & OEF & Cost Control Strategies
• VCEP – value to cost for every person enabler
• Build a very strong governance & controllership to enable HTS to deliver its OEF optimization commitment in AOP
  

• Enable PE to meet Goal of 100% of its Non Eng Productivity targets
• Drive VCEP – value to cost for every person
  

35%

• Talent supply and reskilling – connectivity with TRR to bridge Demand and Supply gaps – Strategizing talent demand and supply based on business needs – Proactively and ad hoc basis
• Enable optimized SLL along with HR leadership X PE (Skill, Level and Location Demand Supply)
• Work closely with HR to enable TRR Operationalization; Drive skill demand supply mapping to Hiring Needs in TRR – Goal – Hiring to be at >70% of TRR Skill gaps
• Enable internal talent mobility
  

20%

• Driving SIOP Culture in global teams, managing a team locally
  

10%

Qualifications

About Us