Senior Manager – Workforce & Resource Management

BlitzenX; Ameerpet; On-site; INR 2,800,000 - 4,500,000; Full time

Job summary

BlitzenX in India seeks a Senior Manager – Workforce & Resource Management to own the end-to-end workforce lifecycle. You will align client demand, delivery needs, and recruiting with our WROS program to maximize utilization and revenue.

You will partner with clients, account and delivery leaders, project managers, and HR to forecast demand, allocate resources across projects, and drive hiring strategies. This role demands strong stakeholder influence and data-driven decision making.

Qualifications

• Minimum 8–12 years of experience in resource/workforce management.
• Experience collaborating with clients, delivery, recruitment, and HR.
• Strong analytical and data-driven decision-making.
• Ability to influence without direct authority.

Responsibilities

• Own client and delivery demand management end-to-end.
• Translate requirements into workforce, location, and scheduling plans.
• Maintain real-time visibility of capacity, utilization, and bench.
• Coordinate deployment and internal vs external hiring decisions.
• Drive recruitment with time-to-fill and time-to-join SLAs.
• Build forward-looking demand forecasts (30/60/90 days).
• Own bench reduction and deployment readiness.

Skills

Resource management

Workforce management

Demand forecasting

Staffing

Stakeholder management

Education

Bachelor's degree in Business/IT

Job description

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

What You Will Own

• 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.

• 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.
• Prioritize internal workforce deployment before initiating external hiring wherever appropriate.
• Enforce disciplined resource allocation processes.
• 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.

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.

Offer‑to‑Deployment Ownership

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

You Will Track The Journey From:

Requirement → Candidate → Selection → Offer → Join → Onboarding → Deployment → Billable Productivity

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.

Important Ownership Boundary

HR owns employee onboarding. 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.

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.
• Monitor bench aging.
• 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.

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.
• Forecast upcoming bench.
• 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.
• Develop workforce scenarios for business growth.
• Identify workforce risks before they become delivery or revenue problems.

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.
• Cross‑Functional Leadership

Cross‑Functional Leadership

This role sits at the intersection of multiple functions.

You Will Work Closely With:

• Clients
• Business Leadership
• Account Leadership
• Delivery Leadership
• Project Managers
• Recruiting
• HR
• Finance
• Workforce Operations
• Technology / WROS Product Teams

You will need to influence people who do not directly report to you. That means you must be comfortable challenging decisions, pushing for action, resolving conflicts, and holding stakeholders accountable.

What Success Looks Like

You will be measured on business outcomes, not activity.

Key Metrics Include:

Workforce Economics

• Billable utilization
• Bench percentage
• Bench aging
• Productive capacity
• Revenue lost to unallocated capacity

Deployment

• Time from requirement to deployment
• Time from joining to productive deployment
• Deployment readiness
• Resource allocation accuracy
• Internal resource movement

Demand & Supply

• Demand vs. supply visibility
• Forecast accuracy
• Unplanned staffing gaps
• Resource availability accuracy
• Future capacity coverage

Hiring

• Time-to-fill
• Time-to-submit
• Time-to-interview
• Time-to-offer
• Offer-to-join conversion
• Hiring against approved demand
• Quality of hires
• Hiring requirement fulfillment

Operational Excellence

• Workforce data accuracy
• SLA adherence
• Bench reduction
• Process compliance
• Forecast accuracy
• Resolution time for workforce risks

What We Are Looking For

We are looking for someone with 8–12 years of experience in one or more of the following:

• Resource Management
• Workforce Management
• Workforce Planning
• Resource Allocation
• Talent Fulfillment
• IT Services Operations
• Delivery Operations
• Staffing Operations

Experience in IT services, consulting, system integration, managed services, or staff augmentation is strongly preferred. You should have demonstrated experience managing workforce requirements across multiple teams, projects, clients, or practices.

Strongly Preferred

Experience working with technology skills such as:

• Guidewire
• Java
• QA
• Business Analysis
• Cloud
• Data
• Enterprise Applications
• Integration
• AI / Automation

Guidewire or insurance technology experience is a significant advantage.

The Person We Are Looking For

We are not looking for someone who waits for managers to tell them what to do. We want someone who sees a staffing gap before it becomes a delivery problem.

Someone who sees an idle resource before it becomes a revenue problem.

Someone who sees a hiring delay before it becomes a client problem.

Someone who can look at workforce data and immediately ask: What is the business impact? What needs to happen next? Who owns it? When will it be resolved?

You Should Be

• Highly data-driven
• Commercially aware
• Operationally disciplined
• Extremely organized
• Persistent
• Proactive
• Comfortable with ambiguity
• Comfortable challenging senior stakeholders
• Strong in stakeholder management
• Strong in negotiation
• Excellent at follow-through
• Comfortable making decisions
• Focused on measurable outcomes
• Comfortable operating with urgency

How You Think

You should naturally think in terms of: Demand → Supply → Gap → Action → Deployment → Revenue

Not: Request → Email → Follow-up → Meeting → Spreadsheet

You should be able to move quickly from information to action. If a client needs five Guidewire resources in 30 days, your job is not simply to record the requirement.

You Should Know

• What exactly is required?
• Which internal resources can fulfill it?
• Who is becoming available?
• What is currently on the bench?
• What can Recruiting source?
• What is available in the market?
• What is the hiring probability?
• What is the expected joining date?
• What are the risks?
• What needs to happen today?
• Who owns each action?
• What happens if the requirement is not fulfilled?

Why BlitzenX

BlitzenX is building an insurance technology organization around Guidewire, insurance transformation, managed services, and AI-enabled delivery. We are not building a traditional staffing organization. We are building a technology-enabled workforce operating model where data, automation, and AI help us make better workforce decisions, deploy talent faster, improve utilization, and scale delivery efficiently. This role will be central to that transformation. You will have the opportunity to build the workforce management discipline, operating processes, metrics, and systems that support BlitzenX's next stage of growth.

The Mission

Build the workforce engine that allows BlitzenX to scale. The right people. The right skills. The right client. The right project. The right time. And maximum productive capacity.