Resource Management Manager

Resource Management Manager   Role summary The Resource Management Manager runs CFGI's day-to-day staffing engine. This person administers Retain, keeps scheduling processes standard across locations, and matches staffing requests to available capacity. They also report utilization and flag capacity gaps so that practice leads and senior leadership can make deployment decisions with better data. The role works closely with IT, Operations, Onboarding, Learning & Development, Recruiting, and department and regional leadership. It is built to carry the function today and to become the foundation of a larger Resource Management team as CFGI grows.   Key responsibilities   Staffing platform ownership Owns Retain administration: user access, roles, and permissions across the employee lifecycle (onboarding, transfers, promotions, leaves, departures). Owns configuration, routine upkeep, bug resolution, and enhancement planning with IT and the vendor. Owns data integrity and the accuracy of forecasts and reports pulled from the system.   Staffing requests and capacity Runs the intake and matching of staffing requests to available resources across departments and locations, using the bios and skills repository and the availability check-in list. Partners with Practice Leads, Engagement Managers, Recruiting, and regional leaders to understand demand and availability. Builds and maintains a rolling capacity view that shows upcoming staffing gaps; supports business development conversations with availability information. Supports final deployment decisions on large or sensitive engagements, which stay with leadership.   Utilization and reporting Monitors utilization, bench time, and deployment rates, and identifies imbalances between demand and capacity. Produces regular reporting for department leaders and prepares the executive-level workforce metrics package; supports leadership in presenting it.   Process, SOPs, and governance Owns standardized scheduling processes, SOPs, and job aids, and keeps them current as Retain and the process change. Drafts staffing workflows and playbooks designed to scale as headcount and engagement volume grow. Ensures changes to Retain and the scheduling process are communicated and adopted consistently; supports system implementations and related initiatives.   Training and onboarding Leads new-hire scheduling training with Onboarding and Learning & Development; develops and maintains training materials. Coordinates pre-planned PTO and leaves for new hires so teams and the back office are aware.   Cross-functional coordination and global scope Serves as the central point of coordination for scheduling, staffing requests, utilization, and Retain. Clarifies roles and responsibilities for system ownership, access approval, and request handling. Sets consistent global standards while accounting for local practices, and keeps global, regional, and local leaders informed.   What you must have 3–7 years of experience in resource management, staffing operations, scheduling, or workforce planning. Hands-on administration of a staffing or scheduling platform.   What sets you apart Working knowledge of consulting project lifecycles and role hierarchies. Knowledge of billable vs. non-billable utilization. Experience building and interpreting utilization reports and capacity forecasts. Experience writing SOPs, training others, and driving consistent process adoption.   Nice to have Experience in professional services or consulting, ideally within a Big 4, national consulting, or high-growth advisory firm. Retain experience preferred; Salesforce PSA/resource modules a plus. Experience supporting a system implementation or process rollout preferred. PMP, CSM, or similar certification preferred.   Who thrives here Communicates clearly in writing and verbally with leaders across departments, regions, and locations. Brings strong analytical skills and process discipline. Comfortable creating structure where little exists, and tolerant of ambiguity as the function grows. Builds trust quickly with practice leads and engagement managers who have competing staffing priorities.