Assistant Manager - Resource Scheduler
Practice Area: Resource Scheduler
• Assign appropriate client service personnel to engagements. This will involve assessing the engagement needs, reviewing available options, and recommending people that meet the requirements of Practice area and clients. When appropriate, challenge the schedule, to confirm the most efficient utilization of resources.
• Tracking Client Engagement documentation / agreements, completeness, renewals etc.
• Promote and monitor the sharing of resources. Network with other leaders across Practice areas, to address resource needs and deal with any conflicts.
• Build relationships with client service personnel, to identify personal schedule preferences and/or career development issues.
• Tracking timely client invoicing based engagements terms and unbilled hours.
• Tracking client collections and assisting Practice Areas / Accounts for client overdues.
• Balance the needs of the engagement with the preferences of individuals.
• Reassign projects to cope with personnel leaving or joining KNAV, or to meet changing client needs (to either delay or speed up the project).
• Monitor unassigned resources, and act as primary point of contact for local unassigned staff. Proactively identify assignments for these people.
• Fill open places on projects. Proactively identify projects that may be able to release individuals.
• Regularly communicate any changes in personnel on projects, as well as any performance concerns raised by engagement teams.
• Work with the HR team recruiters, to agree start dates for Associate, newly hired people, and staff transferring from other projects.
• Help integrate new hires into teams, explaining the resource management process.
• Review actual and projected resource utilization for projects. Anticipate availability of people and proactively decrease the time that people spend unassigned, while balancing the workload of all client-serving individuals.
• Use scheduling tools to forecast hours needed for a project, track actual utilization, and monitor total headcount.
• Prioritize staffing decisions based on engagement risk, specialization requirements, timing constraints, staffing continuity, and geographic considerations.
• Identify poor performance or morale amongst client-serving staff. Work with the Human resources and Practice area leaders to address these issues.
• Identify over - and under-utilized personnel and bring in additional resources to balance their workload with their peers.
- Degree in accountancy
December 28, 2021