Lead - Workforce Management

Core Purpose of the Role :

Reporting directly to the Head of HR Transformation, you will architect data-driven WFM frameworks, enhance workforce agility, and integrate technology to support scalable growth

Role Accountabilities:

• Strategic Workforce Planning

• Develop long-term workforce forecasts, capacity models, and scenario plans to support business objectives.
• Partner with HR, Finance, and Operations to align workforce strategies with transformation initiatives.
• Build 3- to 36-month demand forecasts (FTE & FFS) using historical project load, pipeline outlook, attrition trends and regulatory head-count norms and other parameters; deliver 90 % forecast accuracy

• Process Optimization

• Design efficient scheduling, demand forecasting, and real-time adjustment protocols.
• Reduce workforce cost variance and improve workforce utilization through analytics.

• Scenario & Capacity Modelling

• Run what-if simulations (new molecule wins, tech-transfer peaks, site expansions) and translate outputs into hiring, cross-training or contractor strategies.

• Technology Leadership

• Implement Workforce Management tool; design skills matrices, scheduling templates, real-time adherence dashboards and mobile self-service
• Administer and enhance WFM tool for forecasting, scheduling, and reporting.
• Utilize MS Project for WFM initiative roadmaps, resource allocation, and milestone tracking.

• Project-linked Scheduling

• Integrate WFM data with MS Project plans and SuccessFactors to create a single view of labour demand vs. supply by role, skill and site.

• Real-time Operations Control

• Monitor daily adherence, OT and utilization; trigger reallocations to maintain service-level and batch-release timelines
• Publish weekly KPIs (utilization, capacity gaps, workforce cost/unit, backlog risk) and quarterly workforce health reports for EXCO.

• Data Driven Insights

  :
• Analyze trends in attrition, productivity, and skill gaps; deliver actionable reports to senior leadership.
• Implement KPIs (e.g., forecast accuracy, schedule adherence, occupancy rates).

• Governance & Compliance

  : Ensure GxP, labour-law and roster compliance; standardise processes, SOPs and data definitions across sites

• Stakeholder Collaboration & Capability Building

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• Advise business leaders on workforce risks/opportunities in Pharma/CRDMO contexts.
• Lead change management for WFM process/tool adoption.
• Coach a small WFM analyst team; evangelise data-driven resourcing with business stakeholders; contribute to HR COE playbooks.