JOB OBJECTIVE a. overall experience across multiple HR sub-functions such as Resource Management, Talent Acquisition etc. b. Represent the talent Fulfillment function as the SPOC to all business programs / accounts within assigned customer geo / BUs for all resource fulfillment requirements a. Drive fulfillment of all SO requests by effectively utilizing available channels of fulfillment and ensure adherence to defined SLAs PRIMARY RESPONSIBILITIES Strategic and planning a. Contribute to the development of fulfillment strategy and TI governance updates periodically with inputs from respective programs / accounts b. Analyze the fulfillment metrics and patterns on a weekly basis and generate fulfillment plans to address resource gaps / gluts c. Monitor and support forecasting and supply planning based on account and geography specific insights and ensure its alignment with the talent demands Functional Fulfillment Management a. Ensure that the SOs are validated and qualified with the hiring managers b. Ensure coordination with the Capacity Management team and gain insights on fulfillment intelligence and supply database c. Analyze and monitor the internal supply pool data (Bench/IJP/Expected Roll-Offs) effectively to fulfil open positions driving increase in internal fulfillment d. Provide ongoing feedback to all the stakeholders on bench utilization, availability of skills; need for up-skilling and external hiring as required to guide talent management decisions e. Support the Learning and Development team by providing them with regular inputs on building internal capability and skills to meet the fulfillment requirements f. Guide the team in jointly discussing and identifying appropriate skills (TIs) for the demand generated along with the capacity planning team and the hiring manager Recruitment, Selection & On-boarding a. Oversee accurate creation and cancellation of indents based on the SO created b. Lead the management of escalations with the Business Head to ensure availability of panels c. Support escalation and resolution of any matter with the hiring manager faced during the joining-to-on boarding cycle for a SO regarding sourcing, selection and compensation d. Provide inputs on modifying requirements for profiles along with hiring manager when required candidates are not available with the sourcing team e. Monitor and guide the recruitment team in managing SO to fulfillment allocation cycle within SLA across all the channels f. Resolve deadlocks with stakeholders by working out alternative options, risk mitigation and appropriate escalations g. Provide on-going status updates as per assigned governance protocols and escalate issues as required h. Ensure regular discussions with the capacity planning team to gather fulfillment intelligence and initiate proactive measures to fulfill talent demands as per TAT as well as timely on-boarding of the foretasted hiring numbers Sourcing a. Own and drive the sourcing for all positions b. Identify potential sourcing channels c. Work with the head-sourcing and Head-Talent Fulfillment to evaluate the various sourcing channels and finalize the relevant sourcing channels for leadership, RA and Middle East positions d. For RA positions, identify and build a repository of full-time contractors who can be deployed on an immediate basis Process a. Ensure compliance to all guidelines and process protocols as defined b. Analyze processes and identify process improvement enhancements c. Seek and monitor metrics /inputs from the Capacity planning team to find early warning signal, if any in fulfilling the demand as per requirement d. Drive and enable continuous improvement in fulfillment of TAT and cost e. Proactively conduct root cause analysis to identify and plug in gaps People a. Ensure that the employees within the team maintain the highest standards of professional conduct, ethics, integrity, and control in execution of all their daily operations. b. Drive a performance driven culture in the team by timely monitoring, review of performance parameters and feedback to the team members c. Mentor and coach subordinates to develop the teams capabilities d. Take overall responsibility for identification of training needs and completion of mandatory training programs/certifications for self and team members. e. Ensure high level of employee engagement and retention of key performers Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the primary responsibilities and agreed between the incumbent, Reporting Manager and HR. Key Interactions External Interactions a. Vendors Internal Interactions a. Hiring Managers b. Recruitment Leads c. Head - Talent Fulfillment PERFORMANCE METRICS Key Result Areas (KRAs) : Fulfillment Management Key Performance Indicators (KPIs) a. TAT - SO to deployment (Internally) b. Internal fulfillment planned vs actual Key Result Areas (KRAs) : Recruitment, Selection & On-boarding Key Performance Indicators (KPIs) a. Opportunity loss (Revenue Loss) planned vs actual b. Sourcing Mix Planned vs Actual c. Adherence to planned compensation grid d. Revenue Loss e. Fulfillment Efficiency - TAT - SO to Onboarding Key Result Areas (KRAs): Customer satisfaction Key Performance Indicators (KPIs) a. Stakeholder feedback - Fulfillment Efficiency b. Stakeholder feedback - Quality of Hire(Infant Mortality as percentage of Onboarding) c. Stakeholder feedback - Recruitment Effectiveness (Sourcing to Onboarding Ratio Key Result Areas (KRAs) : Results with process a. Audit findings Graduate, MBA with specialization in HR is a plus .