RIS Talent Solution Architecture Associate Director

Accountabilities: Strategic Client Advisory: Act as a senior talent advisor to clients establishing, expanding, or transforming GCCs. Translate enterprise priorities into workforce strategies covering skills, organizational capabilities, workforce economics, and long-term talent sustainability. GCC and BOT Talent Architecture: Lead talent architecture from early opportunity qualification through solution development and client decision-making. Design integrated strategies across Build, Operate, Transfer, and transformation stages. End-to-End Workforce Strategy: Shape approaches to talent-market feasibility, location and skills strategy, talent acquisition, workforce planning, compensation, deployment, learning, career architecture, employee engagement, retention, and workforce transitions. Executive Solutioning and Deal Leadership: Lead talent strategy for strategic RFPs, RFIs, and complex business pursuits. Define the talent proposition, solution approach, and executive narrative while guiding Talent Solution Architects in developing supporting analyses and solution components. Talent Economics and Workforce Decisions: Evaluate talent supply and demand, workforce structure, skill mix, compensation, hiring velocity, sourcing strategies, critical-skill premiums, attrition, retention, and transition implications. Translate findings into practical solution and investment decisions. Cross-Functional Collaboration: Coordinate with teams across solution architecture, sales, accounts, delivery, talent acquisition, staffing, HR, learning, employee relations, compliance, finance, and commercial operations to align workforce solutions with client objectives. Client Engagement and Workshops: Design and lead strategic discovery sessions and executive workshops, establishing workforce requirements, testing key hypotheses, and turning discussions into clear solution decisions and actions. Solution Quality and Governance: Review and challenge talent solutions for major opportunities, ensuring assumptions are evidence-based, executable, and commercially sound. Identify workforce risks, establish mitigation strategies, promote consistent solution development, and act as an escalation point for complex talent challenges. Requirements: Extensive senior-level experience in talent strategy, workforce transformation, talent solution architecture, or a related leadership function. Demonstrated experience advising senior client and business leaders on workforce strategy, organizational capability, and talent models for large-scale transformation or GCC initiatives. Strong understanding of GCC establishment and expansion, Build-Operate-Transfer models, and the talent considerations involved in operating model transitions. Proven ability to lead end-to-end talent solution architecture, from opportunity qualification and solution design through executive presentations and client decision-making. Experience developing talent strategies for complex RFPs, RFIs, and strategic business pursuits, including defining solution narratives and guiding solution teams. Strong knowledge of workforce planning and talent economics, including talent-market analysis, location strategy, workforce mix, compensation, hiring capacity, sourcing, retention, and attrition. Ability to assess workforce feasibility, identify delivery and talent risks, and connect strategic recommendations to operational requirements and commercial considerations. Excellent executive communication, stakeholder management, influencing, and facilitation skills, with confidence leading senior-level client discussions and workshops. Strong cross-functional leadership skills, including the ability to align diverse teams, resolve competing priorities, and drive decisions in complex environments. Strategic thinking, analytical capability, sound judgment, and a practical approach to translating business objectives into sustainable workforce solutions. Benefits: Full-time employment opportunity. Remote work arrangement. Opportunity to contribute to strategic, large-scale GCC and workforce transformation initiatives. Senior leadership exposure through engagement with executive stakeholders and complex client opportunities. Scope to influence talent solution architecture, strengthen delivery practices, and develop capabilities across the talent community.