Senior Staffing Partner

A staffing partner plays a critical role in ensuring alignment between sales, markets and supply regions to optimize supply planning, staffing execution, and minimizing any revenue leakage. The staffing partner will focus on building a future-ready supply strategy, ensuring that the right talent is available to meet demand, and fostering collaboration across regions, accounts, and stakeholders. The role is essential for balancing short-term needs with long-term growth strategies and for enhancing the visibility of demand and supply. The Staffing Partner collaborates with stakeholders such as Client Leadership Teams (CLTs), Portfolio Delivery Directors (PDD), and Market Directors (MD), and other regional heads (Head of Talent Acquisition, Head of People) to close staffing needs, execute supply plans, and shape regional distribution strategies. Job responsibilities • Workforce Strategy & Supply-Demand Alignment: Develop and maintain a rolling 90/180-day staffing forecast, incorporating demand pipelines, project roll-offs, and fulfillment ratios. • Partner with Delivery, Sales, and Talent Acquisition to ensure rigorous supply-demand synchronization across skill clusters, bands, and locations; Provide inputs into mid and long-term capacity planning based on sales pipeline, project forecasts, and business growth strategies. • Influence all channels of supply (Hiring, contingent workforce, rotations, global mobility and Upskilling) at both the account and regional levels to meet future talent needs; Act as the primary supply point-of-contact for accounts and regions, facilitating cross-regional collaboration and aligning market supply plans; Leverage staffing tools, marketplace systems, and maintain data hygiene to reduce manual efforts and support efficient JIT (Just-In-Time) hiring; Monitor leverage mix across accounts and push for rotations to improve it further; Drive rotation planning and execution along with the PDDs. • Bench & Utilization Optimization: Govern and drive bench inventory reduction through real-time dashboards, proactive redeployment, and cross-skilling programs. • Collaborate with L&D and Talent Acquisition to align upskilling pathways with forecasted demand and reduce bench aging;Implement cost optimization models and track key metrics such as Unbilled FTE %, Bench Ageing (by tier), and utilization variance. • Maximize revenue impact through billable headcount optimization, unbilled cost tracking, and alignment of the organizational pyramid; Keep a talent availability view by skills for the upcoming quarter to drive supply planning decisions; Use systematic ways to ensure that the employee profile is kept updated to respond quickly to client asks and better talent matching. • Operational Excellence & Governance: Ensure data accuracy and integrity across Resource Management Systems (RMS), project assignment accuracy, and billing structure alignment; Monitor and enforce staffing SLAs (e.g., Fulfillment Ratio, Time-to-Fill, Demand Fulfillment % Adherence). • Identify and mitigate risks of revenue leakage by ensuring timely resource allocation, role compliance, and correct billing classification; Keep a tight governance on ageing roles, spike in demand and unplanned rampdowns. • Present staffing dashboards to leadership with predictive trends, variance analysis, and recommended corrective actions; Ensure good adoption of AI tools and new processes/systems to improve overall operational efficiency. • Cross-functional Collaboration:Talent Acquisition: Share supply plan and participate in hiring discussions to meet resource supply needs and executing supply plan in conjunction with demand flow; L&D (Learning & Development): Recommend upskilling programs based on current bench profile and upcoming project requirements; HR & Business Operations: Support internal mobility and workforce engagement strategies; Delivery leaders: Collaborate in supply planning and day to day staffing decisions and prioritization in conflicting situations; Market leaders: Seek clarity on demand pipeline and push for data hygiene and collaborate on prioritization in case of conflicting situations. Job qualifications Technical Skills • 5–8 years of experience in Resource Management, Workforce Analytics, or Supply Chain Staffing within a large IT/Technology/Services organization. • Highly analytical and detail-oriented expert in resource forecasting models, staffing analytics, utilization, and billability structures, driving data governance and process hygiene. • Adept at creating win-win solutions for the business by creating buy-in from stakeholders. • Exceptional stakeholder management and communication skills across Sales, Delivery, TA, Finance, and People Teams. • Resilience and Decision-Making: Ability to navigate complex, ambiguous, fast-paced environments with a focus on clear, effective decision-making. • Self driven and self motivated. • Project Management: Strong organizational skills, with the ability to drive multiple supply& staffing related initiatives across regions and accounts. • Collaboration: Demonstrated success in fostering collaboration across regions and ensuring alignment between sales and supply functions. • Advanced expertise with Excel and Google sheets. Professional Skills • Experience with enterprise-level workforce planning systems and staffing analytics frameworks is essential. Other things to know Learning & Development There is no one-size-fits-all career path at Thoughtworks: however you want to develop your career is entirely up to you. But we also balance autonomy with the strength of our cultivation culture. This means your career is supported by interactive tools, numerous development programs and teammates who want to help you grow. We see value in helping each other be our best and that extends to empowering our employees in their career journeys. Responsible Use of AI in Recruitment At Thoughtworks, we use AI tools to support our recru