Lead Proj Mgmt Specialist

Strategize, Formulate, and Execute Workforce Planning / SIOP Strategy, for Project Engineering (PE) global locations; Own SIOP governance and forecasting of workforce 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.

YOU MUST HAVE

• Minimum of 10 years of experience in project management or related roles
• Prior experience in a guide project management role
• Strong guiding and team management skills
• Excellent communication and people-oriented skills
• Ability to work effectively in a fast-paced and dynamic environment
• Proficient in project management software and tools
• Strong problem-solving and decision-making abilities

PRINCIPAL RESPONSIBILITIES

• Drive and continuously improve, value add to PE SIOP Strategy /Deployment @ PE Locations - Involves influencing, mentoring, and collaborating with multiple global stakeholders.

1. Drive and continuously improve while executing SIOP process within PE Global locations with a Goal to achieve +/- 1% Census variance Say/Do.

2. Collaborate and manage governance / MOS with all key stakeholders Business engineering teams, TA, HR, Finance, Engineering and Operations to establish Supply Plans.

3. Staffing Capacity Planning and forecasting to enable appropriate Supply Planning Strategy for RPO, Requisition management

4. Integration with global SIOP practices & Tools (Work force panning Tool customized to HTS needs)

Build team to self-sustain and grow.

AOP Governance & OEF & Cost Control Strategies

VCEP value to cost for every person enabler

1. Build a very strong governance & controllership to enable HTS to deliver its OEF optimization commitment in AOP

E.g. - Structural improvements & Lower Backfill/Interns / JL Mix, ILP Cancellation, Recruitment costs, pyramid analysis

2. Enable PE to meet Goal of 100% of its Non Eng Productivity targets.

3. Drive VCEP value to cost for every person

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

Driving SIOP Culture in global teams, managing a team locally