Head- PMO, Workforce and Staff Augmentation

Saisystems Technology; Pune District; Hybrid; INR 2,500,000 - 3,500,000; Full time

Job summary

Saisystems Technology seeks a Head PMO, Workforce & Staff Augmentation to oversee delivery governance, workforce planning, contractor lifecycle management and staff augmentation. You will ensure resource deployment, timesheet governance, accurate billing, revenue recognition and margin visibility.

Ideal candidates hold a bachelor's degree in a related discipline and 8+ years in PMO, delivery operations, workforce management or contractor operations; PMP is a plus.

Qualifications

• Bachelor's degree in business, engineering, information technology or a related discipline.
• 8+ years of experience across PMO, delivery operations, workforce management, staff augmentation, resource management or contractor operations.
• Experience leading staff augmentation requirements, placements, contractor operations and resource deployment.
• Experience collaborating with Talent Acquisition, HR, Finance, Legal, Procurement, vendors and clients.
• Experience supporting billing, revenue recognition, gross-margin reporting and management dashboards.
• PMP or an equivalent project-management certification is an advantage.

Responsibilities

• PMO and Delivery Governance: Maintain portfolio visibility through dashboards and management reports, track execution and agreed actions, and escal... risk.
• Workforce Planning and Deployment: Maintain accurate employee and contractor allocation, utilization, availability, bench and release information; identify gaps and coordinate timely deployment or redeployment.
• Staff Augmentation Management: Own staff augmentation requirements and placements, defining skills, experience, location, duration and joining timelines with client, business and delivery stakeholders.
• Contractor Lifecycle Management: Maintain a complete contractor register covering vendor, client, assignment, rates, costs, contract dates, notice periods and status.
• Talent Acquisition and Vendor Coordination: Translate approved demand into sourcing requests and coordinate candidate pipelines, interviews, offers and joining plans across Talent Acquisition, vendors, technical panels and delivery stakeholders.
• Timesheet and Operational Governance: Ensure timely and accurate employee and contractor timesheets aligned with project allocations, contract periods, billing terms and client approvals.
• Revenue Recognition and Gross-Margin Management: Provide Finance with accurate placement, contract, deployment, timesheet and billing information, validating billing dates against actual joining, extension and release dates.

Job description

Head PMO, Workforce & Staff Augmentation

Role Summary:

The Head PMO, Workforce & Staff Augmentation oversees delivery governance, workforce planning, contractor lifecycle management and staff augmentation. The role ensures effective resource deployment, compliance, timesheet governance, billing accuracy, revenue recognition and margin visibility.

Preferred Experience:

• Bachelors degree in business, engineering, information technology or a related discipline.
• 8+ years of experience across PMO, delivery operations, workforce management, staff augmentation, resource management or contractor operations.
• Experience leading staff augmentation requirements, placements, contractor operations and resource deployment.
• Experience collaborating with Talent Acquisition, HR, Finance, Legal, Procurement, vendors and clients.
• Experience supporting billing, revenue recognition, gross-margin reporting and management dashboards.
• PMP or an equivalent project-management certification is an advantage.

Key Responsibilities

1. PMO and Delivery Governance:

a. Maintain portfolio visibility through dashboards and management reports, track execution and agreed actions, and escal... risk.

2. Workforce Planning and Deployment:

a. Maintain accurate employee and contractor allocation, utilization, availability, bench and release information; identify gaps and coordinate timely deployment or redeployment.

b. Coordinate workforce planning and forecasting with the Delivery Services Head and functional leaders to support hiring, capacity and delivery decisions.

3. Staff Augmentation Management

a. Own staff augmentation requirements and placements, defining skills, experience, location, duration and joining timelines with client, business and delivery stakeholders.

b. Track requirements and placements from candidate submission through deployment, including ageing, conversion, joining risks, fulfilment, billing dates, extensions, replacements, roll-offs and redeployment opportunities.

c. Coordinate sourcing, screening and evaluation with Talent Acquisition, vendors and technical panels.

4. Contractor Lifecycle Management

a. Maintain a complete contractor register covering vendor, client, assignment, rates, costs, contract dates, notice periods and status.

b. Coordinate contractor onboarding, documentation, verification, agreements, system access, client requirements and stakeholder approvals, ensuring contracts, purchase orders and statements of work remain valid.

c. Monitor contract and assignment expiries and coordinate renewals, extensions, amendments, rate revisions, replacements, releases and terminations.

d. Complete contractor offboarding, maintain audit trails, and escal... approval delays, compliance gaps and continuity risks.

5. Talent Acquisition and Vendor Coordination

a. Translate approved demand into sourcing requests and coordinate candidate pipelines, interviews, offers and joining plans across Talent Acquisition, vendors, technical panels and delivery stakeholders.

b. Maintain visibility of internal, external and contractor options while monitoring vendor responsiveness, candidate quality, joining ratios and compliance.

6. Timesheet and Operational Governance

a. Ensure timely and accurate employee and contractor timesheets aligned with project allocations, contract periods, billing terms and client approvals.

b. Resolve timesheet exceptions before payroll, invoicing and revenue-recognition cut-offs, and monitor attendance, approved leave and non-billable time affecting utilization or billing.

c. Escalate recurring non-compliance and maintain accurate operational records.

7. Revenue Recognition and Gross-Margin Management

a. Provide Finance with accurate placement, contract, deployment, timesheet and billing information, validating billing dates against actual joining, extension and release dates.

b. Track revenue, billing rates, contractor costs and gross margins, and reconcile operational and financial information before monthly billing and revenue-recognition cycles.

c. Identify revenue leakage and material gross-margin variances and coordinate corrective actions.