Resource Management Manager

CFGI

About The Position

The Resource Management Manager runs CFGI's day-to-day staffing engine. The role administers Retain, standardizes scheduling processes across locations, matches staffing requests to available capacity, reports utilization, and flags capacity gaps to help practice leads and senior leadership make informed deployment decisions. The role works closely with IT, Operations, Onboarding, Learning & Development, Recruiting, and department and regional leadership. It is designed to carry the function today and to provide a foundation for a larger Resource Management team as CFGI grows.

Requirements

3–7 years of experience in resource management, staffing operations, scheduling, or workforce planning.
Hands-on administration of a staffing or scheduling platform.

Nice To Haves

Working knowledge of consulting project lifecycles and role hierarchies.
Knowledge of billable versus non-billable utilization.
Experience building and interpreting utilization reports and capacity forecasts.
Experience writing SOPs, training others, and driving consistent process adoption.
Experience in professional services or consulting, ideally within a Big 4, national consulting, or high-growth advisory firm.
Retain experience; Salesforce PSA/resource modules experience is a plus.
Experience supporting a system implementation or process rollout.
PMP, CSM, or similar certification.

Responsibilities

Own Retain administration, including user access, roles, and permissions throughout the employee lifecycle, including onboarding, transfers, promotions, leaves, and departures.
Manage Retain configuration, routine upkeep, bug resolution, and enhancement planning with IT and the vendor.
Maintain data integrity and the accuracy of forecasts and reports produced from Retain.
Intake and match staffing requests to available resources across departments and locations using the bios and skills repository and availability check-in list.
Partner with Practice Leads, Engagement Managers, Recruiting, and regional leaders to understand staffing demand and availability.
Build and maintain a rolling capacity view of upcoming staffing gaps and support business development conversations with availability information.
Support final deployment decisions for large or sensitive engagements, which remain with leadership.
Monitor utilization, bench time, and deployment rates, and identify imbalances between demand and capacity.
Produce regular reports for department leaders and prepare the executive-level workforce metrics package; support leadership in presenting it.
Own and maintain standardized scheduling processes, SOPs, and job aids as Retain and processes change.
Draft staffing workflows and playbooks designed to scale as headcount and engagement volume grow.
Communicate changes to Retain and scheduling processes and support consistent adoption, system implementations, and related initiatives.
Lead new-hire scheduling training with Onboarding and Learning & Development, and develop and maintain training materials.
Coordinate pre-planned PTO and leaves for new hires so teams and the back office are informed.
Serve as the central point of coordination for scheduling, staffing requests, utilization, and Retain.
Clarify roles and responsibilities for system ownership, access approval, and request handling.
Set consistent global standards while accounting for local practices, and keep global, regional, and local leaders informed.