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Role Title and Location

Fulfilment and Demand Planning Lead. The role can be located in London, Hong Kong or Bangalore.

Role Purpose

Fulfillment and Demand Planning Lead is responsible for workforce fulfilment activation across the Enterprise Talent organization. Operating as a strategic enablement role, this leader empowers business aligned talent teams to embed demand plans, internal and external talent intelligence through demand supply analytics, strategic talent fulfilment modelling, and capability transformation to inform how the business grows and evolves talent overtime. The role also monitors AI's impact on work design and advises on productivity opportunities, internal talent development and strategic hiring in collaboration with sourcing, learning and talent teams.

Principal Accountabilities

Workforce Fulfilment Planning & Optimisation

• Design and continuously evolve a consistent workforce fulfilment framework (including build, buy, bot, borrow decisions), with timelines, milestones, data inputs and decision points, interlocked with the Enterprise Learning organisation.
• Ensure the framework integrates skills, levels, locations and candidate segmentation dimensions to inform talent strategies.
• Translate internal and external workforce analytics into advisory packs and talking points for HR and business teams to inform workforce design and decisions.
• Act as the central link between business aligned talent teams and COEs to ensure workforce planning is an integrated, future-ready process, providing guidance on how to apply the framework and insights in planning efforts, including strategic trade-offs in fulfilment approach.

Capacity & Cost Governance

• Establish governance protocols that link hiring forecasts and capacity planning outputs with business priorities and financial targets.
• Provide the broader talent organisation with data and frameworks to support effective capacity planning, enabling informed decisions about resource needs, timing and fulfilment strategies.
• Monitor hiring demand trends, forecast shifts in external versus internal fulfilment, and provide signals on potential overspend or under utilisation.
• Embed cost-conscious principles into the build/buy/bot model, highlighting tradeoffs between internal investment, external hiring and automation to support better decision making.

Customers / Stakeholders

• Enterprise Talent and People teams: Direct users of workforce planning / fulfilment frameworks, tools and insights for delivering talent at the right time, place and cost.
• Sourcing & Talent Intelligence: Feed external talent availability and market trends into fulfilment planning.
• Enterprise Learning Team: Build reskilling / upskilling interventions for emerging capabilities to drive internal talent mobility and fulfilment.
• Finance, Procurement and People Analytics: Align workforce fulfilment forecasts with budgetary constraints and corporate strategy.