Job Description

Overview The purpose of the role is to manage the delivery of a project, driving operations and delivery governance, ensuring a right talent supply chain to optimize customer satisfaction and cost of delivery. Delivery Management Ensure seamless delivery of projects. Deploy optimum project delivery structure post transition or migration by evaluating budget, costs, risks, and staffing requirements. Create quarterly project charter with well‑defined weekly trajectory as per specifications, ensuring 100% adherence to schedule, quality, effort, and cost. Ensure 100% compliance with Project SLA’s, information security protocols, and all contractual obligations. Monitor internal and external audit findings, taking appropriate actions to eliminate major non‑compliance or deviations. Act as liaison between the client and the internal technical delivery team to drive project health based on project metrics. Drive project‑related audits (quality, customer, ISO, etc.) and maintain zero non‑compliance. Conduct periodic cadence with the quality team for proactive issue resolution. Meet quarterly with the Workforce Management Group to ensure 100% fulfillment per program or project. Audit QA status regularly and engage QA team to maintain standards and processes. Maintain project structure in Confluence and SAP in line with prevailing business norms. Ensure expected ramp‑down compliance as committed in the MSA. Client Relationship Management Deploy opportunities to deliver multiple solutions within or across SLs to strengthen value proposition. Conduct regular client meetings, visits, or video conferences; participate in Management Review Meetings (MRMs) to understand current and future needs and gather feedback for improvement. Identify and close early warnings to prevent client escalations. Plan and conduct Quarterly Business Reviews (QBRs) with DMs/ADHs and client leadership to drive improvement actions and uncover new portfolio opportunities. Design and monitor project performance dashboards and reports with the client on a periodic basis. Delivery Governance Generate weekly, monthly, and quarterly MIS reports to monitor overall project status. Hold periodic reviews with delivery teams on operational, quality, and fulfillment parameters and foster idea generation. Identify and resolve potential risks or early warnings to avoid surprise escalations and revenue leakage. Escalate deviations from the project charter regarding schedule, effort, cost, or infrastructure, minimizing exceptions. Review revenue allocations and realization to prevent offshore revenue leakage. Provide inputs to the delivery leadership team on overall performance parameters during reviews. Operational Excellence Automation Focus Perform Pareto analysis of incidents to identify automation opportunities and drive added value. Deploy next‑generation hyper‑automation and crowdsourcing initiatives in coordination with the Holmes RO team to enhance productivity, quality, and speed. Collaborate with the tools team to introduce new tools for automation and noise elimination. Innovation Focus Brainstorm with the team for improvement opportunities and initiatives. Drive value adds and BVMs; ensure these are showcased to the customer in MRMs and QBRs for growth. Conduct periodic idea campaigns to generate new solutions and better ways of working. Knowledge Management & Sharing Contribute to internal knowledge‑sharing initiatives within Wipro by driving training sessions, best practices, learnings, value adds, and BVMs. Deploy Wipro’s knowledge‑management portal across the account and monitor training participation. Capability Development & Talent Pipeline Creation Forecast demand in line with business requirements and anticipate attrition to maintain the talent supply chain. Lead quarterly demand forecasting and resource planning aligned to project needs. Create and deploy a work plan to meet demand from all talent channels, including external hiring in coordination with WMG, CWMG, and Talent Acquisition. Anticipate new skills and technologies, ensuring the team is trained or the right talent is inducted. Training & Upskilling Compliance Prioritize essential and upcoming technical skills across programs to ensure supply‑chain readiness. Drive 100% mandatory training compliance for the target population within an account. Plan rotations for seed positions and prepare replacement plans ahead of rotations. Quarterly engage critical talent to map career aspirations and learning paths with managers and HRBP. Fresher Engagement Program Ensure stable arrangement and assimilation for rookies within accounts through classroom training, e‑learning, certifications, and on‑the‑job training. Team Management Resourcing Forecast talent requirements per current and future business needs. Hire adequate, right resources for the team. Talent Management Ensure onboarding and training for new team members. Build an internal talent pool and promote career progression. Manage team attrition and promote diversity in leadership positions. Performance Management Set goals for the team. Conduct timely performance reviews and provide constructive feedback. Follow the Performance NXT framework for all team members. Employee Satisfaction & Engagement Lead and drive engagement initiatives. Track team satisfaction scores and identify engagement‑building initiatives. Facilitate rewards and recognition for high performers. Stakeholder Interaction Internal stakeholders: DM/Program Manager – delivery strategy and governance; Transition team – smooth handover; Holmes RO and Tools team – automation initiatives; BU Quality Team – central quality policy; Legal and Compliance – contract management; CWMG, WMG – fulfillment and demand forecasting; Global Talent Acquisition, Global Campus Head – recruitment; Talent Transformation Team, Competency Group – trainings; GIMS – visa processing; Internal audit team – compliance audits; HRBP – HR engagement; Finance team – COD calculation and invoicing; Procurement team – contract management; IMG team – logistics; FMG team – ODC infrastructure; TSG group – recovery and containment. External stakeholders: Customers – business growth and relationship management; Vendors/Partners/OEMs – resourcing, contracting, training, technology, and equipment. Functional Competencies / Skill Domain/Industry Knowledge – awareness of broad economic, demographic, technological, and global IT trends. Systems Thinking – understanding of Wipro system interdependencies and problem solving in complexity. Leveraging Technology – knowledge of current and upcoming tools, automation, and systems. Program Management – executing projects with end‑to‑end focus and governance understanding. Solution Focus – applying design thinking for novel solutions and process changes. Technical Knowledge – up‑to‑date on emerging skills and market trends for deployment and training. Competency Levels Foundation – knowledgeable, minimal support. Competent – consistently demonstrates full range without guidance. Expert – applies competency in all situations and guides others. Master – coaches, builds capability, key resource, and recognized organization‑wide. Behavioral Competencies Client centricity Problem solving and decision making Execution excellence and passion for results Change agility Nurturing people Executive presence Collaborative working Delivery Performance Metrics Delivery Management – Client Satisfaction: PCSAT, brand score, number of customer references, SDR/QBR%, pulse satisfaction, zero surprise escalation, adherence to charter. Delivery Management – Operational Efficiency: contractual adherence%, quality index, utilization%, cost target, overdue indent, 100% SLA compliance, PEI%, 100% click‑to‑bill usage, SAP loss% for T&M projects. Delivery Management – Financials: revenue target achievement, operating margin%, revenue leakage avoidance, revenue per employee, CR realization target, process exception minimization, bench cost% of total cost, underrun% target for FPP projects, effort savings through NG‑1/NG‑2 initiatives. Capability Building: attrition%, critical talent attrition%, % trained on new age skills, % trained in behavioural skills, diversity ratio, localization targets, rookie ratio, assimilation TATs, offshore mix. Team Management: team attrition%, employee satisfaction score. #J-18808-Ljbffr

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