• Lead workforce planning activities across assigned portfolios, disciplines or regions.
• Develop short, medium and long-term workforce forecasts aligned to business demand.
• Maintain rolling capacity plans highlighting resource gaps, surpluses and deployment opportunities.
• Identify workforce risks early and provide mitigation recommendations.

Capacity & Demand Management 

• Partner with Delivery Managers and Business Leaders to understand future workload.
• Translate sales pipeline, secured work and project demand into workforce requirements.
• Monitor workforce capacity and recommend hiring, redeployment, contractor engagement or workshare opportunities.
• Support mobilisation planning for major projects.

Utilisation Management 

• Monitor weekly utilisation performance across assigned portfolios.
• Analyse utilisation trends and recommend actions to improve billability and productivity.
• Support leaders to optimise workforce deployment while balancing employee development and project delivery.
• Provide commentary explaining utilisation movements and future outlook.

Workforce Analytics & Reporting

• Produce weekly and monthly workforce planning reports from our dashboards. 
• Present workforce insights to senior stakeholders using clear recommendations. 
• Monitor key workforce planning KPIs including: 

1. Utilisation 
2. Forecast accuracy 
3. Resource demand 
4. Capacity risk 
5. Hiring requirements 
6. Skills shortages 
7. Ensure reporting accuracy and consistency across all business units. 

Stakeholder Partnership

• Build trusted relationships with Operations Managers, Delivery Leaders, Project Managers and Talent Acquisition.
• Act as the primary workforce planning advisor for allocated business areas.
• Facilitate regular workforce planning meetings and planning reviews.
• Influence workforce decisions through data-driven recommendations.

Data Governance & Continuous Improvement

• Ensure workforce planning data remains accurate, complete and current.
• Drive adoption of enterprise workforce planning processes and tools.
• Identify opportunities to improve reporting, automation and planning processes.
• Support implementation of new workforce planning initiatives.

Change & Adoption

• Champion workforce planning best practice across the business.
• Coach leaders on workforce planning methodology and utilisation principles.
• Support change initiatives relating to workforce systems, reporting and planning standards.
• Promote a culture of proactive workforce planning rather than reactive staffing. 
• 
  

• Lead workforce planning activities across assigned portfolios, disciplines or regions.
• Develop short, medium and long-term workforce forecasts aligned to business demand.
• Maintain rolling capacity plans highlighting resource gaps, surpluses and deployment opportunities.
• Identify workforce risks early and provide mitigation recommendations.

Capacity & Demand Management 

• Partner with Delivery Managers and Business Leaders to understand future workload.
• Translate sales pipeline, secured work and project demand into workforce requirements.
• Monitor workforce capacity and recommend hiring, redeployment, contractor engagement or workshare opportunities.
• Support mobilisation planning for major projects.

Utilisation Management 

• Monitor weekly utilisation performance across assigned portfolios.
• Analyse utilisation trends and recommend actions to improve billability and productivity.
• Support leaders to optimise workforce deployment while balancing employee development and project delivery.
• Provide commentary explaining utilisation movements and future outlook.

Workforce Analytics & Reporting

• Produce weekly and monthly workforce planning reports from our dashboards. 
• Present workforce insights to senior stakeholders using clear recommendations. 
• Monitor key workforce planning KPIs including: 

1. Utilisation 
2. Forecast accuracy 
3. Resource demand 
4. Capacity risk 
5. Hiring requirements 
6. Skills shortages 
7. Ensure reporting accuracy and consistency across all business units. 

Stakeholder Partnership

• Build trusted relationships with Operations Managers, Delivery Leaders, Project Managers and Talent Acquisition.
• Act as the primary workforce planning advisor for allocated business areas.
• Facilitate regular workforce planning meetings and planning reviews.
• Influence workforce decisions through data-driven recommendations.

Data Governance & Continuous Improvement

• Ensure workforce planning data remains accurate, complete and current.
• Drive adoption of enterprise workforce planning processes and tools.
• Identify opportunities to improve reporting, automation and planning processes.
• Support implementation of new workforce planning initiatives.

Change & Adoption

• Champion workforce planning best practice across the business.
• Coach leaders on workforce planning methodology and utilisation principles.
• Support change initiatives relating to workforce systems, reporting and planning standards.
• Promote a culture of proactive workforce planning rather than reactive staffing. 
•