Capability Manager at Accesa RaRo

, , Romania -

Full Time

Start Date

Immediate

Expiry Date

18 Dec, 25

Salary

0.0

Posted On

19 Sep, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Staffing, Bench Management, Performance Management, Career Development, Conflict Resolution, Employee Engagement, Financial Acumen, Agile Delivery Models, Technical Growth, Collaboration, Skills Mapping, Retention Strategies, Stakeholder Management, Mentoring, Project Profitability, Delivery Readiness

Industry

IT Services and IT Consulting

Description

Company Description Accesa is a leading technology company headquartered in Cluj-Napoca, with offices in Oradea and 20 years of experience in turning business challenges into opportunities and growth. A value-driven organisation, it has established itself as a partner of choice for major brands in Retail, Manufacturing, Finance, and Banking. It covers the complete digital evolution journey of its customers, from ideation and requirements setup to software development and managed services solutions. With more than 1,200 IT professionals, Accesa also has a fast-growing footprint, establishing itself as an employer of choice for IT professionals who are passionate about problem-solving through technology. Coming together in strong tech teams with a customer-centric approach, they enable businesses to grow, delivering value for our clients, partners, industry, and community. Job Description We are looking for an experienced Capability Manager to oversee a talent pool of approximately 50–70 people within a Chapter Stream. The role ensures integrated workforce management, delivery readiness, and employee engagement, balancing business objectives with individual aspirations. The Capability Manager reports to the Chapter Area Manager (CAM) and collaborates closely with Chapter Stream Leads (CSLs), Tribe Leads, Growth Managers, and the People Office. Responsibilities: Business & Staffing: Bench & Staffing Management: Anticipate and manage bench-related risks, identify available or transitioning employees, and ensure efficient allocation across projects. Skills Alignment: Ensure development and skills mapping are aligned with upcoming project demands to maximize readiness and performance outcomes. Staffing Collaboration: Actively contribute to staffing discussions, recommend optimal team compositions, and balance cost-effectiveness with technical excellence. Performance & Delivery Feedback: Provide input to Tribe Leads and Project Managers on delivery impact, performance gaps, and skill alignment. Commercial Awareness: Drive project efficiency by monitoring rate-to-role fit and ensuring staffing decisions support profitability and capability match. People Leadership & Growth: Career Development: Mentor and support employees through personalized development plans, goal setting, and continuous learning opportunities. Performance Management: Lead the full performance lifecycle including 1:1s, evaluations, PIPs, and salary discussions. Employee Engagement: Actively monitor eNPS/Officevibe feedback, foster inclusion, and address early signs of disengagement to maintain morale and retention. Conflict Resolution: Mediate issues between employees and project stakeholders, ensuring a fair and constructive outcome. Hiring & Onboarding: Participate in recruitment processes, validate technical fit with CSLs, and ensure smooth transitions into projects. Culture & Values: Act as a company ambassador, promoting values, initiatives, and community involvement to strengthen team engagement. Operations & Governance: HR Data & Systems: Maintain accurate records in HR systems regarding skills, staffing, and growth plans. Process Compliance: Follow governance processes for people, financials, and staffing to ensure consistency and quality. Reporting & Insights: Provide regular updates to CAM and CSLs on team dynamics, risks, and morale trends. Budget Oversight: Manage labor costs, bench-related expenses, hiring decisions, and learning investments responsibly. Workflow Optimization: Continuously improve processes, reporting, and team workflows to increase efficiency and impact. Accountabilities: Attrition Management: Maintain a reasonable attrition level, ensuring alignment with established company targets and proactively addressing retention risks. Employee Engagement: Safeguard and improve eNPS scores within the assigned talent pool by fostering motivation, trust, and continuous feedback. Delivery Readiness: Ensure optimal allocation and workforce readiness so that the team can meet current and future delivery demands. Career & Opportunity Balance: Provide employees with project opportunities that balance business objectives with individual aspirations, driving both satisfaction and performance. Qualifications Proven experience managing medium-to-large technical teams Strong skills in staffing, bench management, and rate-to-role alignment Solid expertise in performance management and career development. Hands-on involvement in capability building, skills mapping, and technical growth Excellent collaboration with Delivery, People Office, and Growth/Recruitment functions Strong conflict resolution and stakeholder management skills Experience with retention strategies and employee engagement tools (e.g. eNPS, Officevibe) Financial acumen in staffing, labor cost, and project profitability Familiarity with agile delivery models and IT services Advanced English communication skills (written and spoken) Additional Information At Accesa you can Enjoy our holistic benefits program that covers the four pillars that we believe come together to support our wellbeing, covering social, physical, emotional wellbeing, as well as work-life fusion. Physical Wellbeing: Our wellbeing program includes medical benefits, gym support, and personalised fitness options for an active lifestyle, complemented by team events and the Healthy Habits Club. Work-Life Fusion: In very dynamic industries such as IT, the line between our professional and personal lives can quickly become blurred. Having a one-size-fits-one approach gives us the flexibility to define the work-life dynamic that works for us. Emotional Wellbeing: We believe that to maintain our overall health, we need to invest in our mental wellbeing just as much as we do in our physical health, social connections or in achieving work-life balance. Social Wellbeing: As a growing community in a hybrid environment, we want to ensure we remain connected not just by the great work we do every day but through our passions and interests.

Responsibilities

The Capability Manager oversees a talent pool of 50-70 people, ensuring integrated workforce management and employee engagement. They balance business objectives with individual aspirations while collaborating with various leadership roles.