Resourcing Manager

About the Opportunity

As Resourcing Manager, you will play a central role in ensuring that demand, capacity and capability are matched effectively to deliver client and operational priorities across your assigned business area. Reporting to the Resourcing Director, you will provide hands-on resourcing support to Leaders within the assigned Practice, Function, Division or Cluster, driving disciplined use of the Group’s resourcing processes and systems.

In this role, you will run the day-to-day resourcing cadence for your assigned business area, maintain an accurate forward-looking view of demand and capacity, and collaborate closely with Resourcing Manager peers to enable cross-area redeployment and consistent practice across the Group.

Following the recent acquisition of two complementary businesses, you will also play an active role in integrating acquired-entity activities into the Group’s resourcing approach, helping to ensure consistent ways of working, accurate data, and a smooth experience for staff and project teams.

This role is ideal for a detail-oriented, collaborative resourcing professional who thrives in a fast-paced, matrix environment and is passionate about enabling excellent delivery through effective people allocation.

We would welcome someone based near our London or Manchester office but we don't want to limit access to top talent so we are open to remote working for the right person.

Responsibilities

The following are example responsibilities of this position and are, as such, not meant to be exhaustive, nor convey every responsibility that may vary over time, without changing the essence of this position:

• Day-to-Day Resourcing for the Assigned Business Area: Own the day-to-day staffing of work within the assigned business area, matching people to projects, engagements or initiatives based on skills, availability, experience and development needs. Manage incoming resourcing requests in line with Group standards, including request intake, prioritisation, allocation and confirmation. Maintain an accurate, forward-looking view of demand, capacity and skills, flagging risks and opportunities to the Resourcing Director and local leadership. Apply the Group’s resourcing principles, decision rights and utilisation guardrails to support consistent staffing decisions across legacy and acquired entities. Embed development and career goals into allocation decisions in partnership with People/HR.

• Resourcing Operating Cadence and Governance: Run the regular resourcing cadence for the assigned business area (e.g. weekly resourcing meetings, look-ahead reviews and pipeline conversations), with clear actions and follow-through. Provide accurate, timely inputs into the Group resourcing cadence chaired by the Resourcing Director, including hot/cold spots, skill gaps, upcoming delivery risks and cross-area redeployment opportunities. Escalate decisions, risks and resource conflicts on a timely basis with clear options and recommendations.

• Acquisition Integration of Resourcing Activities: Support the integration of acquired-entity resourcing activities into the assigned business area, working under the direction of the Resourcing Director. Help align acquired-entity teams onto Group resourcing processes, tooling, skills taxonomies and data standards, including migration of in-flight projects and people onto Group systems. Build effective working relationships with Resourcing colleagues and Project Leaders from acquired entities, and identify opportunities for cross-entity staffing, redeployment and skills sharing.

• Data, Systems and Process Discipline: Maintain high data quality in the Group’s Resourcing systems for the assigned business area, including project staffing, allocations, availability, skills and pipeline information. Use professional services automation, capacity and CRM platforms (e.g. Salesforce, Kantata or equivalent) effectively, and champion their consistent use. Drive compliance with resourcing-related processes and identify recurring resourcing frictions, proposing improvements to the Resourcing Director.

• Reporting and Insight: Produce regular resourcing reporting for the assigned business area, including utilisation, forward capacity, skills mix, time-to-staff and external/independent usage. Provide clear, evidence-based insight to leaders to support staffing, hiring and development decisions. Feed local insights into the Group resourcing performance pack maintained by the Resourcing Director, ensuring a single, consistent source of truth.

• Independents, Freelancers and Delivery Role Clarity: Manage the use of independent principals and freelancers within the assigned business area, in line with Group onboarding, compliance and quality standards. Co-ordinate freelancer onboarding, allocation and offboarding, working with People/HR, Finance and Procurement as required. Capture end-of-project feedback to inform future resourcing decisions. Help embed Experience Maps, role definitions and RACI expectations within project staffing.

• Stakeholder Engagement and Collaboration: Build strong, trusted relationships with Project, Account and Functional Leaders within the assigned business area, acting as their day-to-day Resourcing point of contact. Maintain a clear interface with People/HR on recruitment planning, onboarding, development goals and wellbeing considerations. Collaborate with Resourcing Manager peers across other business areas to enable cross-area redeployment, balance workload and share good practice.

About You

The following criteria outline the minimum hiring criteria for this position, unless otherwise stipulated below as “preferred,” or “a plus.”

• Solid experience in a resourcing, workforce planning, project operations or similar role within a complex, multi-practice or multi-jurisdictional services environment.
• Demonstrable experience of running a resourcing cadence and balancing demand, capacity and capability for a defined business area.
• Working knowledge of professional services automation, resource management and CRM platforms (e.g. Salesforce, Kantata, or equivalent), and a track record of using these systems effectively day to day.
• Experience of supporting integration or harmonisation activities following acquisitions or organisational change is desirable.
• Knowledge of the management consulting, pharmaceutical services and/or wider life sciences industry is preferred.
• Communication: Strong written and verbal communication skills, with the ability to advise and challenge senior business leaders constructively.
• Analytical Skills: Strong analytical and numerical skills, with the ability to interpret resourcing data and translate it into clear actions.
• Collaboration: A collaborative, solution-focused approach with high integrity and discretion when handling sensitive people-related information.
• Project Management, Time Management & Organisation: Proven ability to manage multiple priorities, work to deadlines and operate effectively in a fast-changing environment.
• Compliance Awareness: Awareness of relevant compliance considerations relating to the engagement of independent contractors and freelancers.

About Prescient Healthcare Group

Prescient Healthcare Group is a specialist pharmaceutical consulting firm, partnering with biopharmaceutical clients to turn science into commercial value. Our practices span Competitive Strategy, Medical, Real World Evidence, VP&A and Commercial, supporting some of the world's leading life sciences organisations.

We are currently in an exciting period of growth and transformation, with a major programme under way to replace and consolidate our core enterprise systems. The Enterprise Systems Manager will play a hands-on role in delivering that programme and in operating the systems that underpin how we work.

We are an equal opportunity employer and fully comply with applicable employment legislation across all geographies in which we operate.

Originally posted on Himalayas