Manager Workforce Management. CXCG

Mashreq NEO CORP; Karachi Division, Lahore; On-site; PKR 1,800,000 - 2,600,000; Full time

Job summary

Mashreq NEO CORP is seeking a senior professional to lead Workforce Strategy, Forecasting & Capacity Planning in Karachi. You will own long-, medium- and short-term demand forecasts across voice, email, chat, social media and complaints, translating business activity into staffing plans.

You will design forecasting methodologies, run scenario models, and lead annual planning cycles. The role also covers scheduling, real-time management, analytics, governance and risk readiness to sustain service

Responsibilities

• Lead forecast across voice, email, chat, social channels and capacity planning.
• Translate strategy and campaigns into workforce demand plans.
• Design forecasting methods, assumptions and scenario models.
• Lead annual workforce planning cycles, budgeting and headcount justification.
• Conduct capacity gap analyses; propose hiring, outsourcing or automation.
• Develop contingency staffing models for peaks, events and outages.
• Monitor forecast variance and perform root-cause analysis.
• Provide strategic workforce insights to Contact Center leadership.
• Design schedules balancing service targets and employee wellbeing.
• Optimize shift structures, leave, training and offline activities.
• Develop shrinkage models for annual leave, absenteeism, training and downtime.
• Ensure staffing distribution across all service intervals and channels.
• Drive real-time workforce management to meet service levels and escalate issues.
• Develop executive dashboards, MIS and performance reporting frameworks.
• Govern governance, risk management and BCP readiness.
• Drive cost management and productivity improvements across the workforce.

Job description

Workforce Strategy, Forecasting & Capacity Planning

• Develop and own long-term, medium-term and short-term demand forecasts across voice, email, chat, social media, complaints and emerging digital channels.
• Translate business strategy, growth projections, marketing campaigns, product launches and customer behavior trends into workforce demand plans.
• Design and maintain forecasting methodologies, assumptions and scenario models to improve forecast accuracy.
• Lead annual workforce planning cycles, budgeting exercises and headcount justification processes.
• Conduct capacity gap analysis and recommend hiring, outsourcing, automation or multi-skilling interventions.
• Develop contingency staffing models for seasonal peaks, regulatory events, service disruptions and unexpected volume surges.
• Monitor forecast variance and perform root-cause analysis to continuously improve planning accuracy.
• Provide strategic workforce insights to Contact Center leadership for decision-making and resource allocation.

Workforce Scheduling, Resource Optimization & Shrinkage Management

• Design workforce schedules that balance customer service targets, employee wellbeing and operational efficiency.
• Optimize shift structures, break plans, leave allocation, training schedules and offline activities.
• Develop and manage shrinkage models covering annual leave, absenteeism, training, meetings, coaching and system downtime.
• Ensure optimal staffing distribution across all service intervals and communication channels.

Drive workforce utilization, occupancy and productivity improvements while maintaining employee Workforce Strategy, Forecasting & Capacity Planning

• Develop and own long-term, medium-term and short-term demand forecasts across voice, email, chat, social media, complaints and emerging digital channels.
• Translate business strategy, growth projections, marketing campaigns, product launches and customer behavior trends into workforce demand plans.
• Design and maintain forecasting methodologies, assumptions and scenario models to improve forecast accuracy.
• Lead annual workforce planning cycles, budgeting exercises and headcount justification processes.
• Conduct capacity gap analysis and recommend hiring, outsourcing, automation or multi-skilling interventions.
• Develop contingency staffing models for seasonal peaks, regulatory events, service disruptions and unexpected volume surges.
• Monitor forecast variance and perform root-cause analysis to continuously improve planning accuracy.
• Provide strategic workforce insights to Contact Center leadership for decision-making and resource allocation.

Workforce Scheduling, Resource Optimization & Shrinkage Management

• Design workforce schedules that balance customer service targets, employee wellbeing and operational efficiency.
• Optimize shift structures, break plans, leave allocation, training schedules and offline activities.
• Develop and manage shrinkage models covering annual leave, absenteeism, training, meetings, coaching and system downtime.
• Ensure optimal staffing distribution across all service intervals and communication
• engagement.
• Implement dynamic workforce allocation practices to maximize resource availability.
• Continuously evaluate schedule effectiveness and recommend enhancements based on operational performance.
• Govern schedule compliance and workforce planning policies across operational teams.

Real-Time Workforce Management & Service Level Assurance

• Lead intraday workforce management activities to ensure achievement of service level, response time and customer experience targets.
• Monitor real-time demand, staffing levels, queue performance, adherence, backlog and operational risks.
• Direct immediate corrective actions including resource reallocation, skill reassignment, overtime activation and queue management.
• Establish workforce escalation protocols for service restoration during operational disruptions.
• Manage workforce response during system outages, high-volume incidents and business continuity events.
• Partner with operations teams to minimize service degradation and customer impact.
• Drive adherence management and intraday performance governance across all teams.
• Ensure regulatory and service commitments are consistently achieved.

Workforce Analytics, MIS & Executive Reporting

• Develop executive-level workforce dashboards, scorecards and performance reporting frameworks.
• Analyze key workforce metrics including service level, occupancy, shrinkage, adherence, productivity, forecast accuracy and capacity utilization.
• Identify performance trends, risks, opportunities and improvement initiatives through advanced analytics.
• Produce strategic workforce insights and recommendations for senior management.
• Lead monthly, quarterly and annual workforce performance reviews.
• Ensure data integrity, reporting consistency and governance standards are maintained.
• Automate reporting processes to improve speed, accuracy and decision-making capability.
• Support data-driven decision making across Contact Center and CX leadership.

Operational Governance, Risk Management & BCP Readiness

• Establish workforce governance frameworks, policies, procedures and planning standards.
• Ensure workforce management practices align with bank policies, regulatory requirements and operational control frameworks.
• Develop workforce-related risk assessments and mitigation plans.
• Design and maintain Business Continuity workforce plans across Karachi, Lahore and alternate recovery sites.
• Lead workforce readiness planning for crisis management and disaster recovery scenarios.
• Conduct workforce stress testing and capacity resilience assessments.
• Monitor workforce-related operational risks and proactively escalate emerging issues.
• Maintain workforce management documentation, SOPs and audit readiness.

Cost Management & Workforce Productivity Optimization

• Optimize staffing costs while maintaining agreed service and customer experience standards.
• Develop workforce business cases, staffing models and financial impact assessments.
• Monitor productivity, staffing efficiency, utilization and cost-per-contact metrics.
• Identify opportunities for cost avoidance through forecasting accuracy, automation and workforce optimization.
• Assess outsourcing versus insourcing opportunities and support workforce-related investment decisions.
• Drive improvement initiatives to reduce overtime, idle time and unproductive activities.