Job Description

About Greenpark

Greenpark is a global, award-winning digital agency specialising in omnichannel search and social. Our raison d’etre is to create amazing content that people and algorithms love. How? Through data-led and performance-driven search and social content to help brands create meaningful connections that impact people's lives. Our unique expertise in Omnichannel Search & Insights, Creative Content and Performance Tech are delivered to our clients via an ad agency and in-house models. We do this for a global client portfolio including Unilever, Campari Group, AIA, Sanofi, Nestle, Lipton, Kimberley Clark, Straumann, Ricola, Globe Telecom, and more.

Want the real inside scoop? Our Playbook gives you a peek into how we work, collaborate, and get things done at Greenpark. Check it out here

Our Values

As a company, we strive and act together in our ambition to make a positive impact for the people and brands we serve, doing everything with kindness and respect at the core: We Strive, Acting Together, With Kindness.

About the Role

Resourcing is how the agency turns sold work into delivered work. This role owns it.

You hold the single accurate view of who is working on what across EMEA, decide how work gets covered when capacity runs out, and are the person the business comes to before it commits to anything new. You run the weekly resourcing rhythm, keep Paprika accurate, and bring in freelance support when the permanent team can't absorb the work.

This is not a coordination role. You make calls, hold others to the process, and are expected to say no with a reason.

What You'll Do

The weekly resourcing rhythm and Paprika

• Chair the weekly resource meeting. Run the department-by-department capacity review off the Strategic Time Viewer, resolve what can be resolved in the room, and drive actions to close afterwards.
• Attend the weekly Incoming meeting for early sight of new briefs, pitches and upcoming work. Take the casting requirements and pipeline changes from it and turn them into bookings.
• Keep jobs in Paprika accurate and current. Create internal and pitch jobs to the naming convention, keep pipeline stages honest, chase stale jobs to a decision, and close what's dead.
• Keep the schedule clean and complete — everything on the system, including non-billable, pitch and internal work, with clashes and expired retainers removed and leave reflected.
• Know at any point what's firm and what's speculative. Pencilled and pipeline work is visible as such, confidence states are applied consistently, and you can say what's real without having to ask.
• Hold a clear view of business priorities, so when speculative work collides with committed work, you know which one gives, and why.
• Hold PMs and client services to the booking rules. Bookings are clean before the meeting, not during it.
• Act as the point of contact for resourcing across the business, including requests that arrive without a PM attached.

Freelance resourcing

• Identify freelance need early, usually at pre-sale and before the PM community is aware of it.
• Agree with the department head, and the PM where one is running the brief, whether a gap is filled by freelance, absorbed internally, or pushed back on timings.
• Brief the Talent team on what's needed and by when: skill, level, duration and budget. Talent find the people; you define the requirement and confirm the fit against the plan.
• Make sure freelancers are set up, booked and visible in the schedule, and see the cover through to completion. PMs commission directly on their own briefs; you keep the overall picture straight across all of it.
• Track freelance spend against budget across the region, and report where it's going and why.
• Keep the freelance tracker current as the live record of who's on, where, and at what cost.

Onboarding, training and compliance

• Onboard every new starter on timesheets, Paprika and how resourcing works here. Finance create the Paprika record; you check the set-up is right, including that the person is bookable with a utilisation target in place.
• Own weekly timesheet compliance for EMEA, including the escalation process, and report repeat offenders to their department head.
• Train PMs and client services on the booking rules, and keep the supporting guidance current.
• Make sure leavers are cleared from the schedule so reporting stays accurate.

Resource data and system integrity

• Check that percentage utilisation is set for every person, contract end dates are correct, and grades and rates are right — chase Finance where they're not. Without this, every capacity and cost report the agency produces is wrong.
• Maintain the saved views and the ready reckoner of billable targets as people and contracts change.
• Flag system issues and development needs to the Operations Director, who owns Paprika.

Improving how it works

• Look for efficiencies and better ways of running resourcing, and put them in place rather than proposing them and waiting to be told.
• Use the tools available, including AI, to take manual effort out of reporting, reconciliation and meeting follow-up.
• Keep the resourcing guidance and documentation current, so the process holds when people are away.

Decisions You Own

(Taken with input from the relevant department head — consultation is expected, waiting for their decision is not.)

• Who gets booked where when two departments want the same person.
• Whether a gap is filled by freelance, agreed with the department head.
• When work must be re-planned or turned down due to capacity, with the reason recorded.
• Whether a department's bookings are good enough to pass review.
• When a compliance issue becomes a performance conversation.

What You Escalate

• Freelance spend above the agreed threshold.
• Client commitments already made that the schedule can't support.
• Headcount — you build the case, the decision sits above you.
• Structural change to the resourcing process itself.

About You

Experience

• 3–5 years of resourcing or studio traffic in a busy agency, running a mix of project work and retained accounts with multiple competing demands. You've run traffic properly and can point to it.
• Casting judgement — matching the right person to the work on skill, level and fit, rather than filling a slot with whoever's free. This is the part of the job we care most about.
• The judgement to prioritise between competing demands, and the confidence to explain a decision to someone who didn't get what they asked for.
• A track record of briefing and managing freelance resource, and of managing a budget rather than just reporting on it.
• Experience holding senior people to a process, and improving processes that aren't working.
• Confident working in a resourcing and job management system. Experience with Paprika is useful but not essential — we can teach the system.
• Comfortable with data. You can read a capacity report, spot what's wrong with it, and explain it to someone who doesn't want to hear it.
• You use AI in your work already, or you're ready to learn quickly. A good part of this role is reporting, reconciliation and follow-up, and we expect it done with the tools available rather than by hand. Greenpark has been building AI into how we work since 2022, and everyone here is expected to keep pace with it.

Who You Work With

The role reports to the Operations Director. You'll also work closely with the Head of Delivery and Head of Client Services, and from there with the department heads across SEO, Content, Creative and Strategy, and the PM community.

• Operations Director. Your line manager and escalation point for capacity decisions and process issues.
• Head of Delivery. Delivery priorities, PM capacity, and project pace.
• Head of Client Services. What's coming in, what's been committed to clients, and where the pipeline is heading.
• Department heads. Capacity, skills and the right person for a piece of work. You'll challenge each other — that's the point.
• Project managers. Day-to-day bookings, accuracy, freelance briefs, and holding the booking rules.
• Talent team. Source freelance and permanent candidates against the requirements you set.

At Greenpark, we believe the best ideas come from the widest range of perspectives. We welcome and celebrate every background, identity, and experience across our global workforce, fostering a culture of respect, inclusivity, and collaboration so everyone's voice is heard and everyone can thrive.

All applications are considered for employment without regard to race, ethnicity, religion, gender, sexual orientation, gender identity, age, neurodivergence, disability status, or any other protected characteristic.