Operations Manager

Must Have:

1. 12-15 years of overall Operations experience in IT Services companies
2. At least 3+ yrs as Operations Manager
3. Experience of Hiring IT talents - At least 100+ candidates
4. Managed operations of a unit size of at least 100+ people involving multiple customers/projects

Good to Have:

1. Hiring of Subcontractors, and interacting with Subcontracting companies
2. Experience driving Change Programs or Initiatives at the Unit/Org level

Nice to Have:

1. Experience in using any Talent Allocation systems

General:

1. Look for increasing the headcount in line with the growth (25 % +yoy ) aspirations of the unit
2. Build Scalable processes and practices
3. Establish and maintain effective working relationships with all stakeholders (Internal & external) including cross functional groups to achieve broader organization goals
4. Look for Accurate data while reporting status.

Fulfillment Management

1. Track Demands (Opportunities) and Supply (Talents) and ensure proper prioritization and timely fulfillment
2. Track all active opportunities with appropriate details, and their priorities
3. Strive to fulfill opportunities from one of Internal sources, Partners (for Subcontracting) or Recruitment (To hire Permanent employees) to find matching candidates
4. Internal Route
1. Identify people in Bench within the unit or across the company
2. Identify people in projects and build a release+replacement plan
5. Partner Route
1. Work with Partners to get profiles, conduct interviews and get selects
2. Work to get the Onboarding (contracting) done
6. Recruitment Route
1. Work with Recruitment to provide clear visibility of needs
2. Support Recruitment in terms of ensuring interview panel availability
3. Work with Recruitment to ensure quality and timely fulfillment of needs
4. Help in on-boarding people to the unit
7. Track and influence Hiring Effectiveness and Efficiency

Utilization Management

1. Ensure to keep the Talent Utilization at a manageable level. Publish utilization on a frequent (weekly) basis
2. Keep track of people on bench or coming on bench (in the next 2-3 months) and proactively seek opportunities to utilize them
3. Publish bench list often (weekly once) to ensure visibility and opportunity hunting

Bench Management

1. Actively look for suitable opportunities for people on Bench
2. While on the lookout for opportunities, ensure bench people are productively engaged in one of more of the below;
1. in trainings/learnings as per their career path
2. Contributing to Initiatives or Org Asset creation or
3. Buffers in projects where additional bandwidth is required
4. Tagging along (as buffer) live projects with an objective of learning
3. Bench people performance management in terms of;
1. Goal Setting
2. Ensuring appraisal process is well adhered to and resolve any conflicts
3. Planning and making way for Career development
4. Promotion decisions
4. Review and decide on Leave request of people on Bench

Competency Management

1. Track the skills and resume of every employee. Keep the consultant profiles updated.
2. Plan and build competency (Knowledge/skill) and capacity (# of skilled people) for relevant unit prioritized tech areas, across all employees

Operations Management

1. Track Talent Utilization and Bench and ensure efficiency
2. Ensure good Bench management - utilization of bench in a productive manner

Visa Management

1. Track peoples Visa and work permit status
2. Help process Visa/Work Permits based on needs

Financial Management

1. Setup Project codes for new projects
2. Track active projects and contracts in the unit
3. Track timesheet of all people in the unit and ensure timely timesheet submissions
4. Track the revenue forecast for the full year and ensure accurate forecasting
5. Drive the Monthly Invoicing Process to ensure invoices are raised on time.

People Management

1. Drive Unit Inductions for the new joinees
2. Drive the Performance Management activities (Confirmations, Goal Setting, Goal Evaluation, Promotions, etc.) in a timely and effective manner so that people are clear about their roles, expectations and are able to meet/exceed the same.
3. Drive Learning & Development plans for the unit employees
4. Drive Aspirations Management for the unit employees
5. Drive nomination for Reward & Recognition program for the unit employees.
6. Drive ESAT Actionizing for the unit.

Capability Building

1. Build processes and systems that ensure predictable outcomes, without depending too much on people
2. Groom people to pick up higher responsibilities and execute effectively
3. Bring in a culture/focus on Continuous improvement. Drive Initiatives that bring in change/differentiation/scale.
4. Continually enhance the offerings of the unit to bring in differentiation and deliver more value to clients