Job Description

Role Overview:

The Strategic Workforce Architect is a critical enabler in aligning organizational talent ecosystems with evolving business priorities. This role integrates demand forecasting, workforce rationalization, and operational workforce planning to architect sustainable, future-ready talent structures. The incumbent will be responsible for ensuring that workforce strategies are not only execution-ready but also optimize fulfillment velocity, productivity indices, and cost-to-serve parameters.

Key Responsibilities:

Demand Fulfillment & Capacity Alignment: Partner with business leaders to translate projected demand signals into actionable workforce models. Design and monitor fulfillment strategies ensuring optimal cycle times, skill adjacency leverage, and minimized vacancy-to-deployment ratios. Anticipate talent supply gaps using predictive analytics and establish interventions to mitigate risk.

Workforce Rationalization & Structural Design:

Rationalize workforce composition across permanent, contingent, and gig ecosystems to maximize agility and cost efficiency. Drive optimization of pyramid structures, bench utilization models, and workforce fungibility. Implement redeployment strategies to ensure alignment of existing talent pools with new and emerging demand.

Operational Parameters & Governance:

Define workforce operating parameters (capacity buffers, productivity thresholds, SLA adherence) to ensure seamless delivery. Establish governance metrics across fulfillment velocity, unit cost economics, and workforce readiness. Lead reviews on workforce efficiency, analyzing gaps and recommending structural recalibrations.

Strategic Foresight & Transformation:

Continuously scan external talent markets, industry benchmarks, and macroeconomic signals to architect proactive workforce strategies. Partner with HR, TA, and Business Units to design scalable models that address both near-term operational priorities and long-term strategic imperatives. Champion workforce digitization initiatives leveraging AI, analytics, and automation in demand-supply orchestration.

Qualifications & Experience:

12+ years in workforce planning, demand fulfillment, talent strategy, or related areas within large, complex organizations. Demonstrated ability to operationalize workforce rationalization frameworks at scale. Strong analytical orientation with expertise in workforce analytics, forecasting, and scenario modeling. * Proven stakeholder management skills with executive-level influence capabilities.