Bharath Ramakrishna

• Led a team of 4 in managing a resource strength of 1200+ employees
• Oversaw end-to-end resource management for offshore and onsite operations
• Collaborated with delivery managers and client engagement managers to fulfill open positions
• Managed demand and supply, conflict resolution, and escalation management
• Implemented strategic bench management and proactively identified future skillset requirements
• Provided performance feedback, conducted performance reviews, and facilitated resource utilization and optimization
• Forecasted resourcing needs based on new business, sales forecasts, and projected attrition
• Implemented process improvements for sub-contractor and vendor management, reducing costs and efforts
• Flagged resourcing capability gaps and provided guidance on hiring and learning & development plans
• Built skill repositories, mitigated attrition risks, and developed individual career development plans
• Coordinated with recruitment teams for timely hiring closures and cross-skilling initiatives
• Collaborated with training department heads to identify training needs and drive competency development
• Received "Best Manager" award for leading RMG automation and successfully onboarding 112 resources.

Experience in Demand Planning:

• Developed and managed capacity planning by constructing robust demand plans based on business trends, current and anticipated pipeline of opportunities, and projected growth of marquee accounts.
• Conducted talent-related financial and business analytics as required.
• Utilized workforce planning tools to facilitate forecasting, modeling, and operational action planning, including strategies for resolving staffing conflicts.
• Conducted regular forecast review meetings with leaders, devising action plans to address resource requirements and gaps.
• Forecasted usage and proposed costs of contingent workforce.

Managing Stakeholders:

• Fostered an effective partnership with leaders within assigned countries, integrating productive resource planning practices into sales and delivery processes.
• Collaborated with solution and market leaders to identify opportunities for optimizing resourcing.
• Maintained current understanding of the organizational matrix (solutions, markets, geographies, lines of business, internal functions) and communicated changes as they occurred.
• Worked closely with other key internal functions.
• Monitored solution trends/developments and disseminated relevant information among appropriate teams and leaders.

Managing Use of Contingent Workforce:

• Managed usage and costs of contingent workforce (e.g., contractors and SAVs), including forecasting and partnering with finance on metrics.
• Ensured adherence to contractor use and payment processes.
• Oversaw approval process for contingent workforce usage on a case-by-case basis.
• Collaborated with central team to identify and onboard additional SAVs when needed to fill talent gaps.
• Standardized rate card for SAVs used within the region.

Resourcing:

• Maintained knowledge of talent pools, including numbers, individual skill profiles/interests, group skill gaps/surpluses, and potential training needs.
• Evaluated staffing needs for the Firm, region, office, client, and consultant, managing contractor vs. FTE tradeoff for firm profitability.
• Managed client team expectations through effective information sharing and education.
• Determined consultant "success profile" for Consulting's various offerings within the unique context of the client/solution.
• Identified opportunities outside immediate talent pools for suitable staffing solutions.
• Facilitated requests to appropriate groups within RM, adhering to global processes.
• Introduced new or unknown talents to engagement teams, advocating for their capability to succeed in a new environment.
• Onboarded new consultants, educating them on effective partnership with RM.
• Solicited and provided feedback, maintaining an ongoing feedback loop with consultants and people managers on performance to enhance future development opportunities.
• Applied cultural intelligence to adjust staffing approach according to the needs and cultural norms of countries.

Understanding the Business:

• Applied knowledge of the professional services industry and operations of publicly listed consulting firms to staffing processes.
• Reviewed and monitored monthly reports, including utilization reporting, forecast capacity, variance reporting, salesforce pipeline, and backlog.
• Leveraged business and financial acumen to understand implications of bill rates, fees, etc.
• Demonstrated strong commercial awareness when reporting to stakeholders, monitoring and investigating data discrepancies, and providing insights to leadership teams, highlighting any potential concerns.

• Collaborated closely with Project Managers to assign bench resources based on their skills and expertise in SAP, Mainframes, Java/J2EE, and Databases
• Verified roll-off dates of resources in advance, approving end date extensions as requested by Project Managers
• Ensured all resources complied with IBM tools such as CV Wizard, ILC, and PD Tool
• Met current and future demand by effectively balancing supply and demand in a cost-effective manner
• Analyzed and published reports on supply and demand trends
• Validated demands and open PMP seats, providing optimal solutions in discussions with Project Managers
• Owned fill rate and addressed overdue issues for aligned PAL(s)/large accounts
• Coordinated resource fulfillment with non-GBS Business Units
• Collaborated with interlock teams for account-specific hiring
• Acted as a representative for fulfillment in cadence and escalation calls for accounts
• Participated in weekly calls with SFEs, CFEs, and LFEs to address bench, demand updates, issues, and roadblocks
• Conducted performance discussions with People Managers regarding resource performance
• Served as the Single Point of Contact (SPOC) for joining formalities at the Hyderabad location
• Verified mandatory documents, assisted new employees in completing joining forms, and delivered presentations on IBM tools, databases, policies, and benefits
• Ensured timely updates of new joiners' information in internal tools through quality checks
• Completed the induction cycle within specified timelines
• Supervised employee relations activities, addressing queries related to process and policies for functions like payroll and payables.

• Responsible for staffing various senior level positions at various geographies like Hyderabad, New Delhi, Chandigarh and Chennai
• Sourcing of candidates and conducting preliminary interviews
• Employee contract negotiations & grievance management
• Performed background and reference checks.