Role Overview:

Talent Planning & Operations are part of the Market Unit and provide an insights-led approach to analyze, forecast, and manage talent flow to meet changing business dynamics. People in these roles enable the business to make effective supply/demand balancing and affordable talent planning decisions by interpreting inter-connecting talent metrics.

In this role, you will require a strong connection to our Regional HR Leadership, and Regional Practice leadership teams as you will be closely coordinating with these stakeholders to shape a regional view with respect to resource planning and supply-demand balancing.

Workforce Process Coordination:

• Coordinate with Practice/HRBP Leads on a routine basis to develop and manage workforce plans that are cost-effective, feasible, and aligned with business objectives.
• This role will be expected to become a subject matter expert with respect to the Workforce Planning system of record and related tools/reporting.
• Provide recommendations to Regional HRBP/HR Leads regarding headcount and supply / demand challenges based on business performance.
• Coordinate the forecast for key supply / demand metrics (i.e. chargeability/market utilization) to support decision-making for short term needs and identify opportunities to optimize chargeability (i.e., Chargeability Outlook).
• Partner with Area Workforce Planning & Execution Lead/HR Service Delivery Lead, Services HR Partner Lead, and the business to produce insights on future workforce size and pyramid mix.
• Support adoption and enablement of all Workforce Planning systems and supporting tools/reporting for HR stakeholders in close coordination with the Area WP&E Leads.

Workforce Insights:

• Examine, assess results, and analyze data to offer insights and data-driven recommendations for supply/demand-related processes and chargeability management. Provide this insight to Regional Leads (including chargeability modeling), encompassing General Managers (GMs), Operations, HR Leads, and the diverse business units (Practice, Solution Area, Practices).
• Leverage WFP-related reporting and other applicable enterprise reporting to assess talent metrics to draw data-driven inferences in collaboration and consultation with HR Leads, Talent Acquisition, and Practice Leads. 
• Proactively anticipate and address skills shortages, excess capacity, and supply / demand imbalances before there is a negative impact to the business.

Engagement and collaboration:

• Provide a centralized view and insights to the Regional HR Lead regarding the impacts on business performance around chargeability across various measures such as training, hiring, and more.
• Liaise with HRBP leads to ensure the appropriate suppliers are on board that fit for our capability needs.
• Liaise with global planning teams, HR, Business Operations, and Finance on overall timelines, process and direction.

Please refer to job description.