1. Delivery Fulfilment & Project Staffing

- Own the fulfilment of delivery roles across active projects within the portfolio.

- Work closely with delivery leaders and project managers to understand staffing requirements and timelines.

- Ensure timely deployment of talent into projects based on skill alignment and delivery priorities.

- Maintain visibility into upcoming project demand and resource availability.

2. Integrated TA & RPO Operating Model

- Lead a hybrid, in-house hiring organization comprising core Talent Acquisition resources and dedicated in-house RPO teams.

- Own capacity planning, prioritization, and workload allocation across both TA and RPO teams.

Clearly segment roles between:

- Core TA ownership (complex, niche, priority, leadership-adjacent roles)

- RPO execution (volume, repeatable, standardized delivery roles)

- Ensure consistent hiring quality, assessment rigor, and candidate experience across both teams.

- Establish operating rhythms, performance targets, and productivity benchmarks for the combined TA function.

- Drive continuous improvement in hiring throughput, predictability, and efficiency.

3. Bench Management & Workforce Utilization

- Actively manage the bench pool and ensure available resources are quickly deployed into billable engagements.

- Maintain real-time visibility into bench capacity across skills and experience levels.

- Drive proactive strategies to minimize bench time and maximize utilization.

4. Single Intake & Coordination for Portfolio Hiring

- Act as the front door for all portfolio hiring requests.

- Assess role complexity and determine the appropriate hiring path.

- Trigger Enterprise TA involvement for leadership roles based on agreed criteria.

- Ensure smooth handoffs and shared accountability where co-ownership applies.

5. Stakeholder & Demand Management

- Partner with portfolio CEOs, delivery leaders, and functional heads to understand capability needs.

- Set realistic expectations on timelines, market feasibility, and trade-offs.

- Facilitate structured hiring cadences, prioritization discussions, and decision forums.

- Operate as a trusted advisor, not just a requisition manager.

6. Hiring Operations, Governance & Analytics

- Maintain strong ATS hygiene, hiring dashboards, and reporting cadence.

- Track and optimize metrics including time-to-fill, offer-to-join ratio, cost-per-hire, and pipeline health.

- Ensure adherence to hiring processes, documentation standards, and compliance requirements.

- Continuously improve hiring efficiency and quality through data-led insights.

7. People Leadership

- Directly lead and develop internal Talent Acquisition, Bench sales and in-house RPO teams as part of a single, integrated hiring organization.

- Own capacity planning, workload allocation, and prioritization across core delivery teams.

- Set clear performance expectations and manage outcomes through regular reviews, feedback, and coaching.

- Build strong hiring discipline across teams, including funnel hygiene, assessment rigor, bench allocation hygiene and candidate experience standards.

- Create a culture of ownership, service orientation, and delivery excellence within the hiring function.

- Identify capability gaps within the teams and drive targeted skill development.