Apply now »

Lead - Workforce Management

Date:  26 Aug 2025
Location: 

Bangalore, KA, IN, 560100

Custom Field 1:  Essential Functions

 

JOB DESCRIPTION

 

Job Title: Lead - Workforce Management

Job Location: Electronic City Bangalore

Job Grade: 5

 

About Syngene :  Syngene (www.syngeneintl.com) is an innovation-led contract research, development and manufacturing organization offering integrated scientific services from early discovery to commercial supply.

 

At Syngene, safety is at the heart of everything we do personally and professionally. Syngene has placed safety at par with business performance with shared responsibility and accountability, including following safety guidelines, procedures and SOPs, in letter and spirit

 

Mandatory expectation for all roles as per Syngene safety guidelines

 

  • Overall adherence to safe practices and procedures of oneself and the teams aligned
  • Contributing to development of procedures, practices and systems that ensures safe operations and compliance to company’s integrity & quality standards
  • Driving a corporate culture that promotes environment, health, and safety (EHS) mindset and operational discipline at the workplace at all times.
  • Ensuring safety of self, teams and lab/plant by adhering to safety protocols and following environment, health, and safety (EHS) requirements at all times in the workplace.
  • Ensure all assigned mandatory trainings related to data integrity, health, and safety measures are completed on time by all members of the team including self
  • Compliance to Syngene’ s quality standards at all times

 

Core Purpose of the Role : The Workforce Management Lead owns enterprise-wide demand forecasting, capacity modelling and resource optimization for Syngene’s CRDMO value chain (R&D labs, GMP manufacturing, enabling functions and project teams). Partnering with HR Transformation, Finance and Business Unit leaders, the role turns data into resourcing decisions that balance scientific agility, compliance and cost.

Reporting directly to the Head of HR Transformation, you will architect data-driven WFM frameworks, enhance workforce agility, and integrate technology to support scalable growth

 

 

Role Accountabilities:

  • Strategic Workforce Planning
    • Develop long-term workforce forecasts, capacity models, and scenario plans to support business objectives.
    • Partner with HR, Finance, and Operations to align workforce strategies with transformation initiatives.
    • Build 3- to 36-month demand forecasts (FTE & FFS) using historical project load, pipeline outlook, attrition trends and regulatory head-count norms and other parameters; deliver ≥ 90 % forecast accuracy
  • Process Optimization
    • Design efficient scheduling, demand forecasting, and real-time adjustment protocols.
    • Reduce workforce cost variance and improve workforce utilization through analytics.
  • Scenario & Capacity Modelling
    • Run “what-if” simulations (new molecule wins, tech-transfer peaks, site expansions) and translate outputs into hiring, cross-training or contractor strategies.
  • Technology Leadership
    • Implement Workforce Management tool; design skills matrices, scheduling templates, real-time adherence dashboards and mobile self-service
    • Administer and enhance WFM tool  for forecasting, scheduling, and reporting.
    • Utilize MS Project for WFM initiative roadmaps, resource allocation, and milestone tracking.
  • Project-linked Scheduling
    •  Integrate WFM data with MS Project plans and SuccessFactors to create a single view of labour demand vs. supply by role, skill and site.
  • Real-time Operations Control
    • Monitor daily adherence, OT and utilisation; trigger reallocations to maintain service-level and batch-release timelines
    • Publish weekly KPIs (utilisation, capacity gaps, workforce cost/unit, backlog risk) and quarterly workforce health reports for EXCO.
  • Data Driven Insights:
    • Analyze trends in attrition, productivity, and skill gaps; deliver actionable reports to senior leadership.
    • Implement KPIs (e.g., forecast accuracy, schedule adherence, occupancy rates).
  • Governance & Compliance: Ensure GxP, labour-law and roster compliance; standardise processes, SOPs and data definitions across sites
  • Stakeholder Collaboration & Capability Building:
    • Advise business leaders on workforce risks/opportunities in Pharma/CRDMO contexts.
    • Lead change management for WFM process/tool adoption.
    • Coach a small WFM analyst team; evangelise data-driven resourcing with business stakeholders; contribute to HR COE playbooks.                                                                                  

 

 

 

Syngene Values

 

All employees will consistently demonstrate alignment with our core values

 

  •  Excellence
  •  Integrity
  •  Professionalism

 

 

Qualifications & Experience

  • Education – BE/BTech, BPharm, MSc or MBA with focus in Operations/HR/Analytics.
  • Industry Exposure – 8+ years in workforce planning/resource management inside pharma, biotech, CDMO/CRDMO; or 6+ years in a Big-4/Life-science consulting practice plus 4+ years in-house.
  • Tool Proficiency – Proven administrator or power-user of ServiceNow WFM (or UKG, Oracle WFM), MS Project, advanced Excel/Power BI; familiarity with SuccessFactors integration flows.
  • Methodologies – Capacity modelling, Erlang-C / Monte-Carlo forecasting, Lean/Six-Sigma, agile sprint staffing.
  • Certifications (nice-to-have) – SWP (HCI), PMP/Prince2, Black Belt, ServiceNow HRSD cert.

 

Behavioral Competencies

  • Analytical Story-teller – converts complex tables into crisp insights for senior scientists and finance partners.
  • Influence Without Authority – steers resourcing decisions across matrix BU leaders.
  • Continuous Improver – hunts process waste and automates manual roster tasks.
  • Agility & Foresight – anticipates demand shocks and orchestrates rapid redeployments.

 

Key Success Metrics (Indicative)

  1. Workforce Utilization & Productivity
    1. Utilization Rate: Percentage of total available workforce actively engaged in productive work.
    2. Adherence to Schedule: How closely employees follow planned schedules, including start/end times and break adherence.
    3. Productivity Metrics: Output per employee, project/task completion rates, or KPIs aligned to department goals.
  2. Forecast Accuracy & Planning
    1. Forecast vs. Actual Demand: Gap between predicted staffing needs and actual utilization, analyzed monthly or quarterly.
    2. Overstaffing/Understaffing Incidents: Frequency and duration of significant variances that impacted operations or costs.
  3. Cost Management
    1. Labor Cost as % of Revenue: Direct and indirect workforce costs relative to business output.
    2. Overtime Spend: Monthly/quarterly overtime costs as a proportion of planned labor spend.
    3. Use of Temporary/Contract Labor: Percentage of hours or spend from contingent workforce versus permanent employees.
  4. Employee Experience & Retention
    1. Attrition/Turnover Rate: Track both voluntary and involuntary exits, with focus on high performers and critical skills.
    2. Absenteeism: Monitor patterns, root causes, and business impact.
    3. Employee Engagement Scores: Survey-based metrics relating to satisfaction with scheduling, career growth, and recognition.
  5. Operational Efficiency
    1. Time to Fill/Resource Allocation Efficiency: Average time to address business-critical workforce gaps or fill key shifts.
    2. System Adoption & User Feedback: Metrics around ServiceNow WFM (or equivalent) tool adoption rates, error rates, and training effectiveness.
  6. Compliance & Regulatory Adherence
    1. Audit Results: Number and severity of audit findings relating to workforce, documentation, or industry regulations.
    2. Compliance Incident Rate: Instances of scheduling or workforce allocation violations (e.g., maximum hour rules, required skills/certifications per shift).
  7. Process Improvement & Transformation
    1. Project Milestone Completion: On-time delivery and successful rollout of digital WFM projects or process improvements.
    2. Improvement in Key Outcomes: Year-over-year improvements in above metrics as a direct result of workforce strategies and tool deployments.
  8. Business Partner & Stakeholder Satisfaction
    1. Business Unit Feedback: Qualitative and quantitative ratings from business leaders on workforce planning capabilities.
    2. Service Level Agreement (SLA) Performance: Achievement of agreed response times for filling resource requirements or resolving WFM system queries.

Key Outcomes

  • Increased productivity and workforce agility
  • Optimized resource allocation and skill matching
  • Higher employee satisfaction and lower attrition
  • Strong compliance posture and audit-readiness
  • Successful implementation and adoption of WFM digital solutions

 

Equal Opportunity Employer:

It is the policy of Syngene to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by applicable legislation or local law. In addition, Syngene will provide reasonable accommodation for qualified individuals with disabilities.

 

 

 

 

 

 

Apply now »