Role Purpose

The Head Talent Supply Chain is accountable for designing, governing, and operationalizing an endtoend talent supply ecosystem that ensures right talent, at the right time, at the right cost, while maximizing internal fulfillment, workforce agility, and business responsiveness. The role drives a strategic, AIenabled, and demandaligned talent supply chain covering internal mobility, rotations, reskilling, external hiring, gig/partner ecosystems, and workforce efficiency.

Key Responsibilities

1. Talent Supply Chain Strategy Governance

- Define and own the enterprise Talent Supply Chain strategy, aligned to business growth, sector demand forecasts, and operating margin targets.
- Establish governance frameworks for demand validation, fulfillment channels, skill supply, rotations, reskilling, and redeployments.
- Drive InternalFirst fulfillment philosophy, balancing internal mobility, bench optimization, and external hiring.

2. Demand Fulfillment Supply Optimization

- Own endtoend demandtofulfillment lifecycle, including demand forecasting, prioritization, and execution.
- Ensure high internal fulfillment %, reduced fulfillment cycle time, and minimized revenue leakage.
- Leverage AIdriven matching engines, Internal Job Portals, and Integrated Fulfillment Platforms to enable transparent and democratized talent movement.
- Proactively manage demandsupply imbalances through rotations, redeployments, and targeted skill interventions.

3. Skill Supply, Reskilling Capability Building

- Partner with Skill, Learning, and Delivery leaders to drive SkilltoFulfill programs for priority technologies.
- Sponsor reskilling, upskilling, and cadre programs for emerging and niche skills.
- Enable career mobility and employability at scale through structured rotations and rolebased learning paths.

4. External Talent Ecosystem Partners





- Build and manage global partner and gig workforce ecosystems for spike demands and niche skills.
- Ensure hiring market intelligence informs demand planning and supply decisions.
- Optimize cost, quality, and speed across external fulfillment channels.

5. Workforce Efficiency Bench Management

- Drive bench optimization, utilization, visa readiness, and workforce productivity.
- Define KPIs for workforce efficiency, rampdown management, and supply aging.
- Partner with Finance and Business leaders to balance growth with cost and margin imperatives.
- Ensure transparency through dashboards and MIS on demand, supply, and readiness.

6. Digital, Analytics Transformation

- Champion digital transformation of TSC systems and processes, including AI/ML adoption.
- Use workforce analytics to drive predictive supply planning and proactive decisionmaking.
- Continuous improvement of TSC operating model, tools, and automation.

Key Stakeholders

- Business Delivery Leadership
- Workforce Management HR
- Talent Acquisition, Learning Skills COEs
- Finance Strategy
- External Partners Vendors

Key Success Metrics

- Internal Fulfillment %
- Fulfillment Cycle Time
- Skill Readiness SkilltoFulfill Conversion
- Bench Utilization Aging
- Cost per Hire Hiring Effectiveness
- Workforce Productivity Margin Protection

Experience Qualifications

- 18+ years of experience in workforce transformation, talent supply chain, fulfillment, or largescale people operations.
- Proven leadership in enterprisescale talent supply models in IT / Services environments.
- Robust exposure to AIenabled talent platforms, workforce analytics, and digital transformation.
- Ability to operate at CXO / Business Head level with strong commercial and execution orientation.

Leadership Attributes

- Enterprise mindset with strong execution rigor
- Datadriven and systemsthinking approach
- Influential leader across business, HR, and delivery
- Change leader with transformation experience

📌 Business Function Head (Mumbai)
🏢 Wipro
📍 Mumbai