Director of Service Talent and Resource Strategy

Aduro Advisors•Denver, CO

10d•Onsite

About The Position

Aduro Advisors is looking for bright and talented individuals to join our team working to support top-tier clients in the Venture Capital & Private Equity space. The Director of Service Talent & Resource Strategy is responsible for the operational staffing and strategic workforce planning of our client service department. This role ensures our teams are staffed effectively day-to-day — matching the right people to the right clients — while also building the structures, standards, and talent pipeline that position the department to scale. Why Aduro? We’re not your typical fund administrators. We’re modern, innovative, and backed by deep industry experience, allowing our clients to focus on investing while we handle the details. We pride ourselves on providing our clients with thoughtful and adaptable service while leveraging best-in-class technology. We thrive in a people-first culture where each team member can impact the success of the business. We do this by investing heavily in training and development programs, providing ample opportunities for growth, and focusing on fostering a culture of collaboration and community.

Requirements

Operational staffing and strategic workforce planning of client service department.
Matching the right people to the right clients.
Building structures, standards, and talent pipeline for department scalability.
Data-driven capacity modeling.
Workload balancing and equitable distribution of client assignments.
Client staffing support for new and existing clients.
Staffing optimization based on expertise, personality, and development goals.
Setting technical benchmarks for success.
Designing technical milestones for promotion.
Maintaining talent assessments for internal growth pipeline.
Cost-to-serve management and monitoring utilization rates.
Organizational design and evaluation of team structures.
Process improvement to increase team efficiency and effectiveness.
Direct supervision and coaching of client-facing Directors.
Establishing a unified leadership operating system.
Coaching Directors on delegation, performance management, and fostering high-output environments.
Succession planning and identifying high-potential talent.
Strategic communication of commercial objectives and feedback loop to C-Suite.

Responsibilities

Develop and maintain data-driven models to forecast staffing needs based on revenue projections and the current new client pipeline.
Actively monitor team bandwidth to ensure that client assignments are distributed equitably and logically across our service team.
Work directly with the Managing Director, Fund Administration to staff new clients onto existing teams and reassign existing clients as needed.
Develop tracking mechanisms to match specific team members to client accounts based on technical expertise, personality fit, and professional development goals.
Partner with the People Team to set the technical benchmarks for "Success" at every level of the client-facing organization.
Design the technical "milestones" for promotion in collaboration with the People Team.
Maintain Talent Assessments in coordination with the People Team to understand our internal growth pipeline.
Monitor utilization rates to ensure our teams are operating in line with margin targets.
Continuously evaluate our "Pod" or team structures to ensure they allow for the seamless integration of all workflows.
Identify bottlenecks in how teams collaborate and implement structural changes to increase team efficiency and effectiveness.
Serve as the direct supervisor and coach for the client- facing Directors.
Establish a unified "Leadership Operating System" to ensure a consistent standard of mentorship, accountability, and team culture across the entire department.
Coach Directors on their delegation, performance management, and ability to foster high-output environments.
Identify high-potential talent within the teams and architect "stretch" opportunities to prepare them for future leadership.
Ensure the organization has a robust, ready- to-deploy pipeline of talent to mitigate key-person risk during expansion.
Translate the CCO’s commercial objectives into actionable team mandates.
Act as the primary feedback loop between the frontline leadership and the C-Suite, ensuring the "voice of the team" informs the firm’s strategic direction.