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Title : Churn Program ManagerDepartment: Talent Redeployment & Strategic Supply (TRSS)Key Responsibilities 1. Churn Mitigation Strategy & ExecutionConduct root-cause analysis (RCA) to identify churn drivers (e.g., skill gaps, project instability) with second-order thinking to address underlying systemic issues.Conducting regular primary and secondary research on all exits and candidate backouts Develop and execute action plans to reduce churn by 40%+ within 12 months.Mitigate reputational risks by collaborating with BU heads, Finance and creating internal opportunities for benched talent.2. Bench Optimization & Redeployment Oversee real-time bench tracking using integrated tools (Retool) and work across business units (BUs) to deploy candidates effectively.Cut bench time to Cross-BU Collaboration: Partner with Sales and Delivery to match benched talent to open roles.Network Leveraging: Tap into alumni and recruiter networks for rapid deployments.Outplacement Cell : partner with companies looking for immediate talent (e.g., AI/ML, Cloud).Implement tiered bench policies to optimize costs while maintaining talent readinessInterview Prep by mock interviews + mentor connect for candidates on risk3. Client & Talent AlignmentMonitor CSAT (Customer Satisfaction) and ENPS (Employee Net Promoter Score) for every employee, proactively identifying at-risk talent.Create opportunity pools in advance to redeploy candidates before churn occurs.Enhance alignment through structured feedback loops (e.g., client reviews, exit interviews) and advocate for flexible work models.4. Operational AccountabilityBuild and maintain dashboards to manage bench operations end-to-end, tracking KPIs like utilization rateLeverage predictive analytics to anticipate demand and pre-position talent.Drive operational efficiency by leading a cross-functional Churn Task Force (HR, Sales, Operations).5. Strategic Partnerships & InnovationBuild partnerships by attending ecosystem events to identify deployment opportunities for benched talent.Collaborate with marketing teams/agencies to design campaigns promoting available candidates to clients.Innovate by piloting a Talent Marketplace for alumni and gig workers, diversifying deployment channels.QualificationsExperience: 3+ years in talent management, HR, or operations, ideally in IT staffing or consulting.Skills:Strong sales and negotiation skills to convince companies to onboard candidates.Creative problem-solving to devise unconventional deployment strategies.Mindset:Extreme ownership, urgency, and bias for action to achieve deployment goals.Ability to zoom out for strategic insight and zoom in for execution.Knowledge:Staffing industry trends (e.g., bench dynamics, client expectations).Workforce planning and upskilling methodologies.Preferred CredentialsExperience with talent marketplaces or partnership-driven deployment models.Proven track record in reducing churn in fast-paced environments.What We OfferCompetitive salary with performance-based bonuses tied to churn reduction.Autonomy to reshape processes and build a low-churn culture.Access to advanced tools (e.g., AI matching, real-time analytics).Leadership opportunities in a high-impact role critical to Recro’s success