Senior Manager – Workforce & Resource Management

BlitzenX Solutions

Ameerpet

On-site

INR 1 - 1,500,000

Full time

14 days+

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Job summary

BlitzenX Solutions seeks a Senior Manager – Workforce & Resource Management in India to own demand, allocation, recruitment, and deployment across Guidewire, insurance tech, and AI-enabled delivery.

The role focuses on ensuring right capacity at the right time, converting workforce into billable delivery, and leading cross-functional teams to optimize utilization and delivery outcomes.

Qualifications

8–12 years of experience in resource and workforce management.
Experience coordinating with clients, delivery leaders, and recruiting.
Proven cross-functional leadership across multiple teams.

Responsibilities

Own demand management to translate client demand into staffing requirements.
Manage resource allocation to maximize productive utilization.
Drive recruitment and offer-to-deploy processes.
Oversee bench reduction and workforce planning.

Job description

15 Years

Full-Time

INR 1 - 1500000 (Annual)

BlitzenX is building a high-performance workforce operating model to support rapid growth across our Guidewire, insurance technology, managed services, and AI-enabled delivery businesses.

As we scale, workforce management cannot operate as a back-office coordination function.

We need someone who can connect client demand, delivery requirements, workforce capacity, recruiting execution, and deployment into one operating system.

We are looking for a Senior Manager – Workforce & Resource Management who will own this function end-to-end.

Your mission is simple:

Make sure we have the right capability, in the right place, at the right time — and convert workforce capacity into productive, billable delivery.

This is an execution and ownership role, not an administrative coordination role.

What You Will Own

1. Client & Delivery Demand Management

You will work directly with clients, account leaders, delivery leaders, project managers, and business leadership to understand current and future workforce requirements.

You will:

Engage with clients and delivery leadership to understand resource requirements.
Translate business and project requirements into specific workforce requirements.
Understand required skills, experience, certifications, location, availability, seniority, and start dates.
Identify upcoming project ramp-ups, ramp-downs, extensions, and releases.
Maintain visibility into current and future demand across Guidewire and enterprise technology capabilities.
Challenge unclear or unrealistic requirements and drive clarity.
Identify demand risks early rather than waiting for a project to become understaffed.
Build forward-looking demand forecasts across 30/60/90-day horizons.
Work with business leaders to understand pipeline and anticipated resource demand.
Convert client/project demand into actionable staffing requirements.

You own demand visibility.

2. Resource Allocation & Workforce Deployment

You will own the allocation of the existing workforce across active and upcoming opportunities.

You will:

Maintain a real-time view of workforce capacity, availability, utilization, demand, and bench.
Match available resources to client and project requirements.
Optimize allocation based on skills, experience, availability, location, cost, and business priority.
Coordinate movement of employees between projects.
Track project ramp-ups, ramp-downs, releases, and extensions.
Identify resources approaching project release before they become bench.
Priorize internal workforce deployment before initiating external hiring wherever appropriate.
Identify underutilized resources and create deployment actions.
Work with delivery leaders to resolve allocation conflicts.
Escalate workforce risks with recommended actions, not simply problems.

The objective is not to maintain a list of available employees.

The objective is to maximize productive and billable utilization of the workforce.

3. Recruitment Demand & Hiring Execution

When internal capacity cannot satisfy demand, you will translate the requirement into a clear hiring requirement and drive execution with the Recruiting team.

You will:

Convert client/project demand into specific hiring requirements.
Define required skills, experience, seniority, location, joining timeline, and compensation parameters.
Prioritize hiring based on business urgency and revenue impact.
Partner with Recruiting to identify sourcing strategies.
Review sourcing pipelines and candidate availability.
Challenge recruiting teams when pipeline velocity or quality is insufficient.
Drive recruiters toward agreed time-to-submit, time-to-interview, time-to-offer, and time-to-join SLAs.
Participate in candidate evaluation for critical or difficult-to-fill positions.
Ensure candidates are aligned to actual business demand rather than hiring speculatively.
Drive offer closure and offer-to-join conversion for business-critical positions.
Identify hiring risks early and create recovery plans.
Work with leadership to reset unrealistic hiring expectations using market and pipeline data.

Recruiting executes sourcing and recruitment activities. You own whether the business requirement gets fulfilled.

4. Offer-to-Deployment Ownership

Your accountability does not end when a candidate accepts an offer.

You will track the journey from:

You will:

Track offer acceptance and offer-to-join conversion.
Identify joining risks and blockers.
Partner with HR to ensure onboarding activities are completed on time.
Ensure new hires are aligned to the appropriate project or workforce demand.
Coordinate with Delivery to establish deployment expectations before the employee joins.
Ensure required technical, project, client, and delivery readiness activities are identified.
Minimize the time between joining and productive deployment.
Track the join-to-billable / productive deployment cycle.
Identify employees at risk of entering unnecessary bench.
Drive corrective action when deployment is delayed.

This includes HR documentation, employee records, statutory requirements, policies, benefits, payroll setup, and other HR processes.

You own workforce deployment readiness and business alignment.

Your responsibility is to ensure that onboarding does not become a dead end and that employees move toward productive deployment as quickly as possible.

5. Bench & Utilization Management

Bench is not simply an HR metric.

It is a business and revenue metric.

You will:

Maintain real-time visibility of all bench resources.
Segment bench by skill, experience, location, tenure, and deployment readiness.
Establish action plans for every significant bench resource.
Prioritize internal deployment opportunities.
Identify reskilling or cross-skilling opportunities where appropriate.
Work with Recruiting and Delivery to avoid unnecessary external hiring when internal capacity exists.
Escalate prolonged bench situations.
Track the commercial impact of idle workforce capacity.
Establish measurable targets for reducing bench time.
Ensure every bench employee has a documented next action.

The expectation is not to report bench.

The expectation is to reduce it.

6. Workforce Planning & Capacity Forecasting

You will build a forward-looking workforce view rather than managing only today's staffing requirements.

You will:

Forecast workforce demand across 30/60/90-day horizons.
Compare demand against available internal capacity.
Identify future shortages and surpluses.
Identify skills likely to become constrained.
Translate revenue and project pipeline into workforce requirements.
Work with business leadership on workforce planning.
Support hiring plans based on actual and anticipated demand.
Identify workforce risks before they become delivery or revenue problems.

7. Workforce Intelligence & WROS Ownership

BlitzenX is building WROS — Workforce Revenue Operating System — to create a technology-enabled workforce operating model.

You will be a key business owner of the workforce management process within WROS.

You will:

Maintain accurate workforce, demand, allocation, and hiring data.
Ensure resource records and allocations are current.
Establish data discipline across Delivery, Recruiting, and workforce operations.
Build and maintain workforce dashboards.
Monitor utilization, bench, demand, supply, hiring, deployment, and workforce risk.
Use data to identify operational bottlenecks.
Drive adoption of standardized workforce processes.
Identify opportunities to automate manual workforce activities.
Help define business requirements for future WROS capabilities.
Use workforce intelligence to drive decisions rather than relying on spreadsheets, assumptions, or individual manager inputs.

8. Cross-Functional Leadership

This role sits at the intersection of multiple functions.

You will work closely with: