Deloitte

Resource Planner, Audit and Assurance, Open to flexible working

Recruiter
Deloitte
Location
Leeds, Manchester, Newcastle, Glasgow
Salary
competitive
Posted
22 Jul 2021
Closes
22 Aug 2021
Ref
6213
Contract Type
Permanent

Your opportunity

Scheduling is a business critical function at Deloitte. It ensures that organisations have the right people, with the right skills, in the right locations, available at the right time.

As a Resource Planner you'll support the Resource Manager, business unit leadership, key stakeholders and practitioners and play an important role in the implementation and delivery of resource management services to provide operational excellence whilst supporting delivery of the business talent strategy. 

You will achieve this by working closely with the business units and internal departments to ensure the effective deployment, utilisation and development of on and offshore resources.   The role is people focused and founded on establishing effective working relationships with all key stakeholders.

We encourage consideration of flexible ways of working, both formal and informal arrangements that allow for the best outcomes for our people and our clients. If this opportunity is of interest to you with some flexibility, please do discuss with us.

Your role

The role of the Resource Planner is to work closely with business unit leadership to manage the resourcing and utilisation of practitioners, partnering directly with our engagement teams across the business unit to the benefit of our clients, whilst supporting the delivery of our talent strategy.

Specific responsibilities:

  • Ensure that clients are provided with the best teams of people, combining industry experience with technical knowledge to ensure maximum commercial advantage
  • Negotiate with senior stakeholders to deliver resourcing and strategic requirements
  • Be a trusted advisor who provides balanced and pragmatic advice around manpower planning and resource management
  • Ensure that staff are appropriately matched to jobs which are challenging and developmental
  • Balance the needs of the individual with those of the business
  • Deliver optimal utilisation and revenues for the business unit ensuring consideration of commercial aspects of deployment decisions and providing appropriate challenge where necessary
  • Liaise, influence and challenge effectively to build relationships at all levels and with multiple stakeholders
  • Identify and negotiate the release of suitable resources to cope with the needs of engagement teams, when new work has been won and/or when project timings change
  • Proactively prepare for and lead resource management meetings, anticipated to be either weekly or fortnightly to ensure we maximise the output from such meetings so that critical staffing decisions can be made quickly
  • Provide up-to-date management information, analysis and advice on availability, engagement needs, forecast utilisation, forecast revenue, forecast accuracy, headcount and pipeline to management on a weekly basis
  • Coaching, mentoring and on-boarding of junior scheduling team members as appropriate
  • A requirement to travel within the region (and occasionally within the wider UK) to establish Business Unit networks and build key relationships.

Engagement Planning

  • Take responsibility for driving the year round planning process. This includes working closely with managers, senior managers and partners within respective business units to understand the resourcing requirements for their individual clients.  Have a thorough understanding of regional Business Unit client portfolios
  • Proactively monitor resourcing levels and staff distribution against client budgets and requests.  Thoroughly challenge staffing requirements taking into consideration the business and individual needs. Understand where there is flexibility in individual bookings by working closely with the engagement teams
  • Understand client booking requirements in terms of complexity and nature of the jobs, timing and skill requirements and linking these to practitioner availability, skill sets and preferences.  Understand where there is flexibility to move individual bookings
  • Proactively manage the process around shortfalls and clashes.  Identify how these could be resolved providing a sound business case to justify decisions where appropriate.  Ensure that all conflicts are resolved in a timely and professional manner consulting with appropriate stakeholders and practitioners as necessary
  • Ability to challenge resourcing requirements – staffing, timing etc. and proactively look for resourcing solutions e.g. by moving bookings but still achieving appropriate staffing levels
  • Take responsibility for effective use of resources within the business unit - regularly review the existing utilisation information to understand the overall staffing position; regularly communicate with the business units to understand on-going requirements. Flag issues of under-utilisation or where individuals are consistently working over the expected hours
  • Work with the business units to understand the current pipeline of work that is expected over the short term (less than 3 months) and the medium term. Use this information to understand the expected resourcing requirements that may be required over these periods to plan ahead
  • Chair scheduling business unit meetings and hold one to one meetings to ensure client staffing needs are met, with clear awareness of an adherence to our newly established scheduling reporting timetable. Actively participate in weekly resourcing meetings/calls with the Resource Manager, business unit leadership or delegated persons. This may involve travel within the region and occasionally, the wider UK.

Scheduling System Accuracy

  • Take responsibility for managing engagement bookings and ensure that the scheduling system accurately reflects the current resourcing position.  Ensure data integrity and accuracy for a minimum of 3 months in advance and/or in line with national scheduling timeline requirements
  • Ensure that engagement bookings are only made once appropriate approval and review has taken place by suitable members of the engagement team (e.g. partner approval of budgets)
  • Understand the drivers behind utilisation and utilisation management. This includes appropriate charging of time worked on the client; booking of training commitments; sickness/absenteeism etc. flag issues of under-utilisation or where practitioners are working consistently over the expected hours
  • Understand the drivers behind revenue and revenue management. This includes appropriate engagement staffing, charging of time worked on clients, RRR and Gross Margin. Proactively address issues of practitioner schedule inaccuracy, under/over utilisation by liaising with practitioners, engagement teams and partners as appropriate
  • Understand headcount planning and ensure the timely identification of over and under capacity. Proactively communicate with the business unit leads on any issues and concerns arising from the levels of headcount and the number of on-going commitments. This will include gaining an understanding of the pipeline of work expected and the levels of staff required to deliver the work
  • Manage holiday requests in conjunction with business unit policy, approving holiday where appropriate and ensuring that dates are accurately reflected in Engage
  • Monitor sickness/absence levels highlighting issues with Business Unit Leadership and HR as appropriate and ensuring that dates are accurately reflected in Engage

Talent Management

  • Meet with practitioners on a regular basis to discuss preferences, skills and experience and use this knowledge to make informed resourcing decisions
  • Consult with practitioners on opportunities that arise within the business particularly those that require travel or a significant duration of working away from home to understand impacts on work life balance
  • Encourage completion of staffing preferences and objectives to be aware of practitioner personal development requirements and career goals
  • Attend consistency meetings (as agreed with the Talent Partner) and ensure any performance and development requirements are considered in resourcing decisions
  • Actively participate in the Assistant Manager and Manager Portfolio Management process
  • Responsibility for coaching and mentoring junior members of the scheduling team where appropriate
  • Participate in the scheduling team Performance Management process as required

New Joiners

Manage the on-boarding process of new joiners

  • Work with Recruitment, on-boarding and HR to identify in good time new practitioners who are joining the business
  • Working with the business unit deploy new joiners onto engagements in advance of commencement date; based on skills, previous experience and achieving a balanced client portfolio

Leavers

Manage the off-boarding process of practitioners

  • Identify in good time practitioners who are leaving the business
  • Ensure that engagement teams and other key stakeholders are informed of Leavers in good time
  • Proactively manage the off-boarding of Leaver engagements and look for suitable options to reassign engagement commitments in advance of practitioners leaving the Firm
  • Ensure the cancellation of booked future training courses.

MI and Reporting

  • Understand resource management reporting requirements; to include Business
  • Unit analysis of forecasted and actual utilisation, client revenues and RRR
  • (Engage v SAP), headcount with an explanation of trends and variances.
  • Understand the drivers behind utilisation and utilisation management. 

Specifically:

  • Interpreting trends and identifying potential resourcing issues from weekly reporting and escalating issues where appropriate
  • Analyse resourcing data and highlight any concerns in periods of peak holiday, training or non-chargeable activities which will impact business performance
  • Demonstrate strong commercial awareness to provide insight to the Business Unit Leads and key stakeholders, highlighting any concerns of staff clashes, shortfall, over/under utilisation and any budget challenges
  • Provide robust commentaries to support MI and for Business Unit Leadership team awareness.

Networking

  • Work collaboratively with other Resource Schedulers. Resource Planners and Resource Managers to operate as one Audit & Advisory Resourcing team. Actively participate in regular Resourcing meetings/calls with the Audit & Assurance Resourcing Group.
  • Provide support to the Resourcing Manager. This will include ad hoc requests, assistance with specific projects and to support the implementation of ongoing process improvements in the resource management function.

Professional Education

  • Take the lead for understanding the Professional Education curriculum across the Business Unit.  Build and maintain solid working practices between Resource Management and Professional Education functions
  • Work with the Business Unit Exam Manager to support the scheduling of college/study bookings, course cancellations and re-bookings, exam resits and other issues as they arise
  • Have a thorough understanding of the curriculum pathway requirements for all grades and coach and mentor junior schedulers (as necessary) to support their knowledge and understanding

Learning

  • Take responsibility for actively managing the learning requirements of assistant managers and below. This will include being aware of all required learning requirements and working with the Learning Manager and business unit to identify the optimal periods in the year to schedule these. Liaise with the Learning department and shared service functions to ensure these are booked in all required systems on a timely basis
  • Ensure that Engage accurately reflects all professional education and learning bookings.

Team and Personal Development

  • Develop yourself by seeking opportunities that stretch and challenge
  • Play an active role in sharing knowledge, best practice and skills within the Resource Management team
  • Identify and recommend scheduling process improvements and share with the wider team
  • Identify tasks that are performed within the Audit scheduling function which can be delegated to the Engagement Support Centres and ADMs to ensure capacity for the scheduling function to focus on value add activities
  • Assist with the training and up skilling of new scheduling team members ensuring a smooth transition into the resourcing role
  • Provide coaching and mentoring to junior scheduling team members
  • Within the business unit have a thorough understanding of individual team member roles and responsibilities.

Your work, your choice

At Deloitte we believe the best impact is the value we add, not the hours we sit at our desk. We carefully consider agile ways of working, both formal and informal, that allow for the best impact for our people and our clients. Please speak to your recruiter about the working pattern that works best for you.

Location: Glasgow / Newcastle

Work pattern:  The role is full-time.

Your professional experience

  • Highly confident, skilled verbal and written communicator
  • Ability to interact effectively with empathy, impact and discretion, cultivating trusted advisor working relationships with Business Unit leadership, key stakeholders, practitioners, team members and the wider resource management function
  • Commercial mind set
  • Flexibility and ability to learn quickly in a fast moving environment
  • Ability to plan and prioritise, multi task and manage a significant workload under pressure
  • Team player who takes initiative and ownership
  • Strong relationship management experience; ability to interact, influence and negotiate with people at all levels
  • Able to portray a professional, customer orientated image of resource management/scheduling
  • Strong attention to detail
  • Proactive and willing to go the extra mile
  • Strong organisation and time management skills with excellent administration skills

Person specification

  • Bright, outgoing personality with a positive outlook and strong team-working bias
  • A proactive attitude towards change and ongoing focus on improvement
  • Ability to gain immediate credibility with senior staff and the trust of all staff
  • Ability to gain an in-depth understanding of our Audit practice
  • Hands on approach with ability to 'juggle' several tasks at once
  • Ability to travel within the region (and occasionally within the wider UK) to establish Business Unit networks and build key relationships
  • Tenacity and willingness to work outside of contractual hours, on some occasions, to complete tasks (weekend working is not expected)

Your service line: Audit & Assurance

In an industry best known for looking back, Deloitte looks beyond.

Our Audit & Assurance team understand the most important decisions are the ones we are yet to make. Crafting the future in an informed and clear-sighted way means understanding current conditions, as well as the trends that are shaping tomorrow. That is why we use our expertise in audit to show where things stand now, and to help inform the next step. With the assurance we provide, we help our clients to look ahead with strength and confidence across all of their accounting, regulatory and transaction needs. 

Innovation is the key, underpinned by audit quality. You will be joining a diverse team of experts capable of delivering meaningful and durable change for both our clients and our profession.

Personal independence

Regulation and controls are standard practice in our industry and Deloitte is no exception. These controls provide important legal protection for both you and the firm. We are subject to a number of audit regulations, one of which requires that certain colleagues abide by specific personal independence constraints. This can mean that you and your "Immediate Family Members" are not permitted to hold certain financial interests (shares, funds, bonds etc.) with audit clients of the firm.  The recruitment team will provide further detail as you progress through the recruitment process.

About Deloitte

Our Purpose & Strategy

To make an impact that matters for our clients, our people and society - defines who we are and what we stand for. Our purpose provides the foundation for our strategy and our aspiration to be the undisputed leader in professional services: this is not about size, it's about being the first choice. The first choice for the largest and most influential clients, and the first choice for the best talent.

What do we do?

Deloitte offers global integrated professional services that include Audit & Assurance, Consulting, Financial Advisory, Legal, Risk Advisory and Tax Consulting. Our approach combines intellectual leadership, industrial expertise, insight, consulting & problem solving capabilities whatever the role, technology revolutions and innovation from multiple disciplines to help our clients excel anywhere in the world.

Beyond the UK: Deloitte North and South Europe

The UK is part of Deloitte North and South Europe (NSE), the second largest member firm in the Deloitte network. Deloitte NSE combines operations in Belgium, Central Mediterranean (Italy, Greece, Malta), Ireland, the Middle East (Bahrain, Cyprus, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, Palestinian Ruled Territories, Qatar, Saudi Arabia, United Arab Emirates, Yemen), the Netherlands, the Nordics (Denmark, Finland, Iceland, Norway and Sweden), Switzerland and the UK. Deloitte NSE brings together 2,700 partners and over 50,000 people, combining our unmatched breadth and depth of capabilities in audit and assurance, consulting, financial advisory, risk advisory, and tax and legal across the region. Being part of Deloitte NSE supports our aspiration to be the undisputed leader in professional services and will create more opportunity and growth for our people.

What do we value?

What brings us all together at Deloitte? It’s how we approach the thousands of decisions we make every day. How we behave, our beliefs and our attitudes. In other words: our values. Whatever we do, wherever we are in the world, we lead the way, serve with integrity, take care of each other, foster inclusion, and collaborate for maximum impact. These five shared values lead every decision we make and action we take, guiding us to deliver impact how and where it matters most.

Being a Leader at Deloitte

Cultural fit and purpose-led leadership is crucial for Deloitte. Our leaders always set the example and inspire their colleagues. They make quality time for people and take an interest in them. They know what matters to people - both inside and outside work – and value them as individuals; always finding opportunities to develop them while showing respect and appreciation.

We expect colleagues at all levels to embrace and live our purpose and our leadership culture by challenging themselves to identify issues that are most important for our clients, our people, and for society and make an impact that matters. We know leadership comes in all shapes and sizes, but our Leadership Charter helps all of our people understand what we’re looking for:

  • We live our purpose: we act as a role model, embracing and living our purpose and values, and recognising others for the impact they make
  • We develop talent: we develop high-performing people and teams through challenging and meaningful opportunities
  • We drive performance: we deliver exceptional client service; maximise results and drive high performance from people while fostering collaboration across businesses and borders
  • We believe positive influence can make an impact that matters: we influence clients, teams, and individuals positively, leading by example and establishing confident relationships with increasingly senior people
  • We move, together, towards a strategic direction: we understand key objectives for clients and Deloitte, aligning people to objectives and setting priorities and direction.

Please click 'Apply' to submit your application