Resourcing Co-Ordinator
Description
The Resourcing Coordinator ensures efficient resource planning, allocation, and forecasting to align staffing with project demand and business goals. The role leverages data, automation, and AI-driven insights to optimize utilization, maintain governance, and deliver accurate reporting for capacity and performance trends. Additionally, it supports project setup, monitors utilization, and drives forecasting and budgeting to enable proactive decision-making.
Resourcing;
- 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
Forecasting/Budgeting;
- 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.