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.

Education: Bachelors of Engineering

Experience: 10+ years

• 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

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

• 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%