ResponsibilitiesKey Responsibilities
- 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.
PRINCIPAL RESPONSIBILITIES
Note: These statements are intended to describe the general nature of the job and are not intended to be an exhaustive list of all responsibilities skills and duties.
| Key Activities/Elements | % Time Spent |
|---|
| - 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% |
QualificationsKNOWLEDGE SKILLS AND ABILITIES
Indicate the education level previous experience specific knowledge skills and abilities required to meet minimum requirements for this position
| Education level and/or relevant experience(s) and other skills | |
Required Experience:
Senior IC
ResponsibilitiesKey ResponsibilitiesStrategize Formulate and Execute Workforce Planning / SIOP Strategy for Project Engineering (PE) global locations; Own SIOP governance and forecasting of workforce demand & supplyEnable PE to meet its financial goals to meet OEF commitments as be PE AOP guidelines...
ResponsibilitiesKey Responsibilities
- 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.
PRINCIPAL RESPONSIBILITIES
Note: These statements are intended to describe the general nature of the job and are not intended to be an exhaustive list of all responsibilities skills and duties.
| Key Activities/Elements | % Time Spent |
|---|
| - 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% |
QualificationsKNOWLEDGE SKILLS AND ABILITIES
Indicate the education level previous experience specific knowledge skills and abilities required to meet minimum requirements for this position
| Education level and/or relevant experience(s) and other skills | |
Required Experience:
Senior IC
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