Job Description

• Maintain allocations: Update resource plans every Friday for the next 4–8 weeks, with visibility at project, role, skill, region, and utilization target levels.
• Early forecasting: Partner with Sales to pre‑staff likely wins (e.g., Proof or Evaluation opportunities) with placeholder roles; maintain a probability‑weighted capacity view.
• Skills Matrix Management: Maintain a skills matrix with proficiency bands (aligned with pyramid strategy planning) and time zone to align the right people to the right projects.
• AI‑assisted staffing: Use generative AI/Copilot to surface staffing recommendations, detect pattern anomalies (e.g., chronic underutilization, over‑allocation), and run what‑if scenarios (e.g., “swap Consultant A for B” impact on start date, margin, SLAs).
• Scenario modeling: Build bench, surge, and holiday scenarios; account for ramp time for new hires and buffer for unplanned escalations.
• Process optimization: Map current resourcing workflow (from demand to assignment), identify handoff delays or duplicate data entry, and propose automation (e.g., Workato recipes to sync CRM stage → PM tool).
• Governance: Enforce allocation change control (who can edit, timeline expectations); maintain audit trail and consistently analyze variance

• Headcount tracking: Log every HC change (hire, transfer, attrition); track ramp curves and effective capacity changes by role.
• Revenue impact modeling: Quantify ARR/professional services revenue impact of HC moves viz Services Forecast Model.
• Hiring triggers: Define capacity thresholds (e.g., >100% allocations for X weeks) that triggers flagging; prioritize roles by skill scarcity.
• Scenario planning: Run scenario capacity vs pipeline; include seasonality, funnel spikes, and PTO calendars.
• Budget guardrails: Ensure all forecasted scenario and analysis is done within budgeted targets.
• Attrition risk: Monitor fatigue signals (long over‑allocation), propose redistribution and cross‑training plans.