PMO Manager – Engagement Lifecycle & Workforce Planning

About this role:

To act as a single commercial and workforce planning interface between Business Heads, Partners, and the Recruitment function during the Engagement Lifecycle (EL)—ensuring that client commitments are commercially viable, market‑aligned, and deliverable with available talent across Managed Services, External Staffing, and Cost‑Plus engagement models.

Core role & responsibilities:

1. Engagement Lifecycle (EL) Support & Commercial Advisory

Partner with Business Heads, Service Line Leaders, and Partners at the early EL stage to:

• Understand client requirements, delivery expectations, and engagement structure
• Validate skills demand, role complexity, and scale across all three engagement models

Provide input on engagement feasibility, factoring:

• Talent availability
• Market compensation benchmarks
• Delivery risk and ramp up timelines

Proactively flag and support decision making on commercial viability of engagements, where:

• Pricing is misaligned to market compensation
• Skill availability is constrained
• Margin risk is high

2. Pricing & Market Alignment

With Facilitation from TA and C&B

• Assessing skill‑wise market rates, supply‑demand dynamics, and compensation trends
• Ensuring pricing assumptions are aligned to realistic hiring and retention costs

Work closely with Business Leaders to balance:

• Client expectations
• Commercial margins
• Workforce & Engagement sustainability

3. Resource & Workforce Management

Actively manage and track:

• Resource deployment across active ELs
• Renewals, ramp‑downs, and discontinuation of engagements

Monitor resource utilization and skill alignment in live projects to:

• Enable timely workforce decisions
• Minimize bench and attrition risks

Collaborate with Business Heads to drive forward‑looking workforce planning, tightly linked to:

• Revenue pipeline
• Margin expectations
• Talent supply realities

4. One‑Point Contact for Recruitment

Serve as the single point of contact (SPOC) for Recruitment for:

• Demand validation
• Hiring prioritization
• Skill specification clarity
• Translate business demand into clear, market‑aligned hiring briefs

Enable faster hiring decisions by providing:

• Context on engagement economics
• Priority and timing signals
• Trade‑off recommendations (cost vs availability vs skills)

Outcomes & Value Delivered

• Improved commercial viability of engagements
• Reduced risk of under‑priced or non‑deliverable commitments
• Stronger linkage between business strategy and workforce planning
• Better speed, quality, and predictability of hiring
• Clear accountability through a single orchestration role