Resourcing Manager

About the Opportunity

As Resourcing Manager, you will play a central role in ensuring that demand, capacity and capability are matched effectively to deliver client and operational priorities across your assigned business area. Reporting to the Resourcing Director, you will provide hands‑on resourcing support to Leaders within the assigned Practice, Function, Division or Cluster, driving disciplined use of the Group’s resourcing processes and systems.

In this role, you will run the day-to-day resourcing cadence for your assigned business area, maintain an accurate forward-looking view of demand and capacity, and collaborate closely with Resourcing Manager peers to enable cross‑area redeployment and consistent practice across the Group.

Following the recent acquisition of two complementary businesses, you will also play an active role in integrating acquired‑entity activities into the Group’s resourcing approach, helping to ensure consistent ways of working, accurate data, and a smooth experience for staff and project teams.

This role is ideal for a detail‑oriented, collaborative resourcing professional who thrives in a fast‑paced, matrix environment and is passionate about enabling excellent delivery through effective people allocation.

We would welcome someone based near our London or Manchester office but we don't want to limit access to top talent so we are open to remote working for the right person.

Responsibilities

The following are example responsibilities of this position and are, as such, not meant to be exhaustive, nor convey every responsibility that may vary over time, without changing the essence of this position:

• Day-to-Day Resourcing for the Assigned Business Area: Own the day‑to‑day staffing of work within the assigned business area, matching people to projects, engagements or initiatives based on skills, availability, experience and development needs. Manage incoming resourcing requests in line with Group standards, including request intake, prioritisation, allocation and confirmation. Maintain an accurate, forward‑looking view of demand, capacity and skills, flagging risks and opportunities to the Resourcing Director and local leadership. Apply the Group’s resourcing principles, decision rights and utilisation guardrails to support consistent staffing decisions across legacy and acquired entities. Embed development and career goals into allocation decisions in partnership with People/HR.
• Resourcing Operating Cadence and Governance: Run the regular resourcing cadence for the assigned business area (e.g. weekly resourcing meetings, look‑ahead reviews and pipeline conversations), with clear actions and follow‑through. Provide accurate, timely inputs into the Group resourcing cadence chaired by the Resourcing Director, including hot/cold spots, skill gaps, upcoming delivery risks and cross‑area redeployment opportunities. Escalate decisions, risks and resource conflicts on a timely basis with clear options and recommendations.
• Acquisition Integration of Resourcing Activities: Support the integration of acquired‑entity resourcing activities into the assigned business area, working under the direction of the Resourcing Director. Help align acquired‑entity teams onto Group resourcing processes, tooling, skills taxonomies and data standards, including migration of in‑flight projects and people onto Group systems. Build effective working relationships with Resourcing colleagues and Project Leaders from acquired entities, and identify opportunities for cross‑entity staffing, redeployment and skills sharing.
• Data, Systems and Process Discipline: Maintain high data quality in the Group’s Resourcing systems for the assigned business area, including project staffing, allocations, availability, skills and pipeline information. Use professional services automation, capacity and CRM platforms (e.g. Salesforce, Kantata or equivalent) effectively, and champion their consistent use. Drive compliance with resourcing‑related processes and identify recurring resourcing frictions, proposing improvements to the Resourcing Director.
• Reporting and Insight: Produce regular resourcing reporting for the assigned business area, including utilisation, forward capacity, skills mix, time‑to‑staff and external/independent usage. Provide clear, evidence‑based insight to leaders to support staffing, hiring and development decisions. Feed local insights into

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