Director of Resource Management

CFGI is looking for a strategic and operationally excellent Director of Resource Management to build and lead the resource allocation function across our growing portfolio of client engagements. This is a high-visibility role that sits at the intersection of people, projects, and firm strategy—ensuring the right professionals are deployed to the right engagements at the right time.

This is a rare opportunity to define a function from the ground up. You will establish the infrastructure, tooling, and processes that power CFGI’s delivery engine, and as the firm scales, you will build and lead the team beneath you.

• Own the firm’s end-to-end resource management function, including staffing strategy, capacity planning, and deployment across all active and pipeline engagements.
• Serve as the primary administrator and power user of our staffing platform (Salesforce and/or Retain), maintaining data integrity, forecasting accuracy, and actionable reporting.
• Develop and continuously refine a forward-looking capacity plan that anticipates staffing gaps and supports business development conversations.
• Partner closely with Practice Leads, Engagement Managers, and senior leadership to align talent deployment with client needs, professional development goals, and firm priorities.
• Design and implement scalable staffing workflows, SOPs, and playbooks that will support the firm as headcount and engagement volume grow.
• Establish and report on key workforce metrics—utilization, bench time, deployment rates, and pipeline coverage—for executive leadership.
• Serve as a trusted advisor to leadership on workforce planning, staffing economics, and resource-related risk.
• Recruit, onboard, and lead a staffing operations team as the function scales, building toward a fully staffed Resource Management function.

• 8+ years of experience in resource management, staffing operations, or workforce planning, ideally within a professional services or consulting firm.
• Hands-on experience with Salesforce (PSA/resource management modules), Retain, or similar staffing and resource management platforms.

• Deep understanding of consulting project lifecycles, role hierarchies, and the economics of billable versus non-billable utilization.
• Proven ability to build or significantly scale a staffing or resource management function, not just inherit one.
• Experience partnering with Practice Leaders, Engagement Managers, and executive leadership to align staffing decisions with client needs, business priorities, and professional development goals.
• Strong analytical foundation with experience building and interpreting dashboards, utilization models, capacity forecasts, and workforce reporting.
• Experience developing staffing strategies, capacity plans, and resource allocation models that optimize utilization and support business growth.
• Experience recruiting, developing, and leading high-performing resource management or staffing operations teams.

• Experience at a Big 4, national consulting firm, or high-growth advisory firm.
• PMP, CSM, or similar project/resource management certification.
• Experience with workforce modeling or organizational design in a consulting environment.

• Executive presence with the ability to communicate effectively and influence senior leadership.
• Strong analytical and strategic problem-solving abilities.
• Highly organized with the ability to create structure in ambiguous environments.
• Entrepreneurial, self-motivated, adaptable, and dependable.
• People-first leadership style with a passion for developing and retaining high-performing teams.

CFGI is growing, and this role grows with it. You’ll start by rolling up your sleeves—learning the business, building the infrastructure, and establishing yourself as a strategic partner to the firm’s leadership. As we scale, your remit expands: more headcount to manage, more complexity to navigate, and a team to build beneath you.

For a Director-level operator who wants to build something lasting at a firm where resource management will become a true competitive advantage—this is that role.

REPORTS TO: Chief People Officer 
TRAVEL: Up to 20%