Demand Manager

 
Location: Chicago, Illinois
Posted On: 10/12/2017
Job Code: 3393_Demand_IL
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Job Description
 
• Facilitate the end-to-end staffing process – gathering and understanding the demand from the account team, properly reflected demand in the staffing tracker, open the need through proper sourcing channels (internal – cross Bus/Service Lines/Shores, and external), may be asked to screen candidates (self), push account team to screen/interview & provide structured feedback in timely manner, iterate with sourcing & team to drive to closure on needs. This applies to new and replacements.
• Be mindful of CM implications of staffing decisions. Know our contract / constraints (SLA’s, rate cards, travel restrictions, training investments, etc.)
• Can’t rely on the delivery team to focus a significant portion of their time on staffing alone, and can’t rely on someone disconnected from the account (awareness of the different entities, contractual details, internal and client relationships, dynamics, etc.) – need a dedicated, focused, incented resource.
• Requires knowledge of / experience in working with / tight relationships / regular touch points with all sourcing channels, and awareness / involvement in new sourcing channels (participate in those that are already emerging or drive the creation of new ones).
• Push to leverage Landed and Offshore resources wherever possible / manage the offshore and Landed relationships strategically (forward thinking / projections and activities to find resources ahead of needs based on patterns). This is mostly an internal focus, but could require direct client interaction to help our delivery management challenge our client. Review other accounts with higher leverage to determine if there are applicable best practices we can institute within the account.
• Ensure focus on staffing internal resources across shores wherever possible – constant awareness of bench, those nearing bench, and relationships with accounts with similar needed resources that perhaps have been on the account for extended periods and should be replaced to free them up for account.
• Challenge sourcing channels (Bus/Service Lines/Shores) to hire or free-up resources in critical areas of need for the account demand pipeline.
• Increase quality of the candidates being submitted whether from internal or external sourcing.
o Strategic: challenge existing sourcing channels, work with HR & Landed to find / approve alternative sourcing channels as required.
o Tactical: Validate all candidates (pre-screen) to ensure they meet the minimum requirements of the open need. Ensure resumes are polished and consistent.
• For landed resources especially, ensure direct involvement in prepping them for the cultural aspect / requirements of the onsite role (aggressiveness, being visible and vocal, articulate / good written and verbal communication, responsiveness, etc.)
• Central point for the handling of all Visa letters and required documents. Ensuring correct administration of all documents.
• Work closely with the Landed to improve their current processes.
• Drive an opportunistic / planned / proactive culture around staffing. Encourage pattern thinking against demand to create projections of open needs, even if well into the future and work these actively with appropriate focus & energy.
• Drive the Mypath tracking of goal setting, mid-year and year end
• Ensure Account leadership is invited to round tables for each BU
• Tracking of mid-year/year end APR ratings across account
• Tracking of promotions and promotions announcements.
• Coordinating with PMO for roll on/roll offs (client updates, roster, background check, drug test, laptops, e-verify, badge access)
• ICA/iSOW agreements
• Welcome packets
• Client Badges
• Single POC for contract management to onboard/off board contractors
Category:IT  code:new
 
 
Job Requirements
 
 
Facilitate the end-to-end staffing process
Challenge sourcing channels (Bus/Service Lines/Shores) to hire or free-up resources in critical areas of need for the account demand pipeline.
Ensure Account leadership is invited to round tables for each BU
 

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