Resource Planning Senior

CLA (CliftonLarsonAllen)•Indianapolis, IN

21h

About The Position

CLA is a top 10 national professional services firm where our purpose is to create opportunities every day, for our clients, our people, and our communities through industry-focused wealth advisory, digital, audit, tax, consulting, and outsourcing services. Even with more than 8,500 people, 130 U.S. locations, and a global reach, we promise to know you and help you. CLA is currently seeking a Resource Planning Senior. This role is responsible for the deployment of practitioners/consultants across client engagements and internal initiatives. This role partners closely with engagement leaders, practice leadership, and talent teams to balance workloads, forecast demand, identify skill and capacity gaps, and align staffing decisions with business priorities, deadlines, and budget considerations. Monitors utilization and productivity metrics (e.g., billability, bench time, time‑to‑fill demand), supports workforce planning and development actions, and ensures resource assignments align with skill, career path, and professional development needs.

Requirements

5 years of relevant experience required.
Experience in business operations, project management or related field preferred.
Bachelor's degree is required. Combination of relevant experience, education, and training may be accepted in lieu of degree.
Degree in Business Management, Project Management, or related field preferred

Responsibilities

Manage day‑to‑day staffing and scheduling for an assigned pool of practitioners/consultants, ensuring timely placement aligned to engagement needs, skill requirements, location constraints, and cost considerations.
Prioritize and fulfill staffing requests based on client requirements, time constraints, and budget parameters; recommend alternatives when constraints exist (e.g., skill substitutions, phased staffing, split roles, or contractor/temporary resources).
Maintain an up‑to‑date view of capacity, availability, and skill inventory across the resource pool; proactively communicate availability and constraints to engagement and practice leaders.
Serve as a liaison between engagement leaders and practitioners to ensure clear expectations for assignment timing, workload, and transition requirements.
Collect and analyze demand signals from project/engagement leaders to forecast near‑term and mid‑term staffing needs; surface capacity risks and recommend mitigation actions.
Identify trends in demand (skill, level, geography, seasonality) and partner with leaders to inform hiring needs, contractor strategy, and targeted development plans.
Support business strategy through internal talent supply and demand initiatives, including rebalancing capacity across teams and improving time‑to‑staff for priority work.
Monitor and manage key productivity measures such as utilization/billability, bench time, staffing lead time, assignment duration, and time‑to‑fill; produce routine summaries for leadership.
Track resource conflicts, over‑allocations, and under‑utilization; recommend workload balancing solutions and facilitate adjustments.
Maintain accurate staffing and capacity data in scheduling tools and systems; ensure assignment updates are timely and reflect current engagement realities.
Coordinate with leaders to align staffing assignments with practitioner development goals (experience progression, exposure to specialties, skill-building opportunities).
Monitor professional development activity indicators such as evaluations, career development plans, and readiness for upcoming roles; flag gaps and recommend development actions (e.g., training, shadowing, stretch assignments).
Participate in engagement performance reviews and staffing retrospectives to improve future deployment decisions and resource planning.
Build strong working relationships with engagement leaders, people leaders, and talent partners; provide consultative guidance on staffing tradeoffs and resource options.
Communicate staffing decisions and changes clearly, with empathy and transparency, balancing business needs with sustainable workloads.
Escalate significant risks (e.g., persistent skill shortages, repeated overutilization, delivery risk due to staffing gaps) with recommended options and data-driven rationale.