Resource Management Global Practice Partner

Job description

Job Summary The Senior Director, Global Practice Talent Health Partner is a senior Strategic Workforce Management leader responsible for assessing, strengthening, and sustaining the talent health of a global practice. This role serves as the primary workforce advisor to Global Practice Leadership, translating business strategy, client demand, portfolio growth, skills trends, and pipeline signals into forward-looking workforce insights, recommendations, and priorities. The role is accountable for identifying workforce risks, opportunities, and decision points across capability, capacity, critical skills, pyramid health, productivity, mobility, cost, utilization, and future readiness. Regional execution remains with the Regions, while this role provides global practice-level insight, governance, recommendations, and leadership alignment. Operating within the Strategic Workforce Management framework, this leader partners with Global Practice Leadership and Regional SWM teams to ensure the practice has a healthy, future-ready talent base with the right skills, in the right locations, at the right time. Key Responsibilities Global Practice Workforce Strategy • Own the global workforce strategy view for the practice, aligned to business priorities, growth plans, delivery models, and enterprise talent strategy. • Translate client demand, pipeline, large deal activity, and practice growth objectives into multi-horizon workforce recommendations. • Define the optimal workforce mix across skills, pyramid, geography, employee, contingent, build, buy, borrow, and automate strategies. • Identify emerging skills requirements and capability shifts needed to support future delivery models, AI adoption, automation, and platform-enabled work. • Provide global workforce direction while ensuring execution accountability remains with Regional SWM and delivery teams. Global Practice Talent Health and Workforce Readiness • Monitor the overall talent health of the global practice across capability depth, critical skill availability, pyramid shape, productivity, utilization, mobility, attrition risk, ramp readiness, and leadership succession exposure. • Identify workforce risks before they become business or delivery constraints, including capability gaps, skill shortages, pyramid imbalance, location constraints, leadership capacity, and future readiness exposure. • Develop talent health insights that help Practice Leaders understand where the practice is strong, where it is exposed, and where leadership action is required. • Partner with Regional SWM teams to ensure local workforce plans support global practice priorities. • Establish a consistent view of practice health that connects workforce data to business outcomes. Practice Talent Health Governance • Serve as the global point of accountability for maintaining an integrated view of practice talent health, connecting business demand signals with workforce capability, capacity, and readiness insights. • Govern practice-level talent health priorities, leadership decision points, and cross-regional alignment required to strengthen workforce readiness. • Champion internal mobility, reskilling, upskilling, and talent movement as core levers for improving practice health and future capability readiness. • Support structured workforce planning for large, complex, and strategic deals. • Partner with Regions to identify recurring talent health themes, capability risks, and structural opportunities to improve workforce sustainability, resilience, and readiness. Data Insights, Scenario Modeling, and Recommendations • Bring data-driven insights, scenario modeling, and workforce recommendations to Practice Leaders to support timely decisions. • Translate workforce data into clear executive-level narratives, including risks, options, tradeoffs, and recommended actions; • Develop insights across talent health trends, skill gaps, capability depth, productivity, workforce cost, utilization, mobility, pyramid health, and margin impact. • Provide proactive recommendations on where to invest, where to rebalance, where to build capability, and where to mitigate workforce risk. • Embed data-driven decision making across practice talent health reviews, workforce planning cadences, and leadership prioritization discussions. Workforce Performance and Business Outcomes • Monitor workforce performance indicators that influence delivery confidence, revenue realization, margin optimization, productivity, talent sustainability, and practice resilience. • Partner with Finance and Delivery leadership to connect workforce decisions to commercial and operational outcomes. • Identify opportunities to improve workforce leverage, utilization, pyramid health, talent movement, and cost alignment. • Provide leadership visibility into workforce actions required to support growth, delivery stability, and talent sustainability. • Track progress against SWM KPIs and ensure insights are used to drive continuous improvement. Regional Interlock and Execution Alignment • Partner closely with Regional SWM and Resource Management teams to translate global practice priorities into regional execution plans. • Ensure regional workforce actions are aligned to global practice talent health priorities, business demand, and future capability needs. • Create clear interlock between global practice priorities and regional execution owners. • Support escalation management by identifying root causes, decision needs, and recommended interventions. • Enable consistency in talent health assessment and workforce planning practices while allowing Regions to execute based on local market, delivery, and talent realities. Executive Stakeholder Advisory • Serve as a trusted workforce advisor to Global Practice Leaders and Business Leaders. • Provide concise, data-backed recommendations that support leadership decisions on growth, capability, investments, workforce mix, and talent risk. • Influence decisions acro