Director, Resource Management & Workforce Planning, Audit & Attest

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Position Summary

We are seeking a strategic and highly operational Director, Resource Management & Workforce Planning to lead workforce planning, capacity management, resource deployment, and talent optimization in the Audit & Attest business unit.

This leader will be accountable for ensuring available capacity is effectively deployed, anticipated demand is understood, staffing issues are identified and resolved proactively, and workforce decisions support client delivery, employee development, utilization, and financial performance.

The ideal candidate combines strong professional services, business acumen, analytical capability, operational discipline, and people leadership. This individual must be comfortable influencing senior leaders, challenging assumptions, resolving competing resource demands, and translating workforce data into timely action.

Job Responsibilities

• Lead the Resource Management function and team, establishing clear expectations, operating rhythms, accountability, and development for Resource Managers while continuously improving the effectiveness of the function.
• Own workforce capacity and deployment across the business, ensuring available professionals are effectively matched to client and business needs based on skills, experience, development objectives, availability, geography, and engagement economics.
• Lead proactive, forward-looking capacity and demand planning, identifying projected shortages, excess capacity, skill gaps, and other workforce risks early enough for business leaders to take corrective action.
• Actively identify and resolve resource imbalances, including unassigned or underutilized capacity, staffing conflicts, delayed client work, overextended teams, and resources being unnecessarily held for future engagements.
• Partner with senior business and engagement leaders to optimize workforce decisions, constructively challenging staffing requests, timing assumptions, skill requirements, and resource allocations when necessary to achieve the best outcome for the broader business.
• Establish and manage resource management KPIs and operating metrics, including capacity, utilization, demand, forecast accuracy, staffing gaps, and other measures that provide leadership with early visibility into workforce opportunities and risks.
• Translate workforce data into action, providing senior leadership with concise, forward-looking insights and specific recommendations regarding resource deployment, hiring, contingent labor, workload balancing, and other workforce decisions.
• Partner closely with Finance, Talent Acquisition, People Operations, and business leadership to align workforce planning with revenue forecasts, hiring plans, financial objectives, employee development, and longer-term business strategy.
• Develop scalable resource management processes and operating rhythms that create clear accountability among Resource Management, engagement leaders, and business leadership for staffing decisions and timely resolution of capacity issues.
• Drive continuous improvement of resource management technology, data, reporting, and processes, including effective use of Workday, Dayshape, and other workforce planning tools to improve visibility, forecasting accuracy, decision speed, and operational efficiency.
• Collaborate with global resource management teams to optimize the use of talent across geographies and promote consistent resource management practices where appropriate.
• Serve as a strategic workforce advisor to senior leadership, bringing an enterprise perspective to decisions involving workforce mix, organizational capacity, talent deployment, and future resource requirements.

Requirements

• Bachelor's degree in business, finance, accounting, human resources, or a related field, or equivalent professional experience.
• 10+ years of progressive experience in resource management, workforce planning, operations, or related leadership roles, including significant experience in a professional services environment.
• Demonstrated experience leading a resource management or workforce planning function within a complex, matrixed professional services organization.
• Strong understanding of professional services workforce economics, including utilization, capacity, leverage, labor mix, engagement demand, and the relationship between resource deployment and financial performance.
• Proven ability to develop and manage forward-looking capacity and demand forecasts and translate workforce data into operational decisions.
• Demonstrated ability to influence senior leaders, navigate competing priorities, challenge assumptions, and drive accountability through strong relationships and business judgment.
• Strong analytical and problem-solving capabilities, with demonstrated experience developing KPIs, identifying emerging trends, diagnosing issues, and converting insights into action.
• Demonstrated experience improving resource management processes, systems, operating models, and organizational effectiveness.
• Experience leading, coaching, and developing resource management professionals.
• Experience with Workday, Dayshape, or comparable enterprise workforce management, scheduling, and planning tools preferred.
• Experience within accounting, consulting, or another project-based professional services organization strongly preferred.

What Success Looks Like

Success in this role means business leaders have timely and reliable visibility into future capacity and demand; available talent is actively and appropriately deployed; staffing conflicts and capacity imbalances are identified and resolved quickly; and workforce forecasts reliably inform hiring, contingent labor, and other talent decisions.

The Director will help evolve Resource Management from a primarily scheduling and coordination function into a proactive operating capability that connects client demand, workforce capacity, talent development, and financial performance.

“Armanino” is the brand name under which Armanino LLP, Armanino CPA LLP, and Armanino Advisory LLC, independently owned entities, provide professional services in an alternative practice structure in accordance with law, regulations, and professional standards. Armanino LLP and Armanino CPA LLP are licensed independent CPA firms that provide attest services, and Armanino Advisory LLC and its subsidiary entities provide tax, advisory, and business consulting services. Armanino Advisory LLC and its subsidiary entities are not licensed CPA firms. 

Armanino provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Armanino complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.    

Armanino expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Armanino employees to perform their job duties may result in discipline up to and including discharge.    

Armanino does not accept unsolicited candidates, referrals, or resumes from any staffing agency, recruiting service, sourcing entity, or third-party paid service at any time. Any referrals, resumes, or candidates submitted to Armanino or any employee or owner of Armanino without a pre-existing agreement signed by both parties covering the submission will be considered the property of Armanino and not subject to any fees or charges. For existing agreements, a role must be approved and open to external search; otherwise, unsolicited and unapproved submittals and referrals will be considered Armanino property and free of fees. In addition, Talent Acquisition is the sole point of contact, and contacting others in our organization without Talent Acquisition’s knowledge will result in termination of contract.   

Certain states require us to disclose the pay range and benefits summary for job openings. For Denver residents, the compensation range for this position: $157,400 - $214,400.For Southern California and New York residents, the compensation range for this position: $173,100 - $235,800, For Northern California residents, the compensation range for this position: $161,800 - $246,510. Compensation may vary based on skills, role, and location. Eligible employees at certain levels can participate in a discretionary long-term financial incentive plan, subject to plan participation rules.

Armanino has a robust offering of benefits, including:   

• Medical, dental, vision  
• Generous PTO plan and paid sick time  
• Flexible work arrangements  
• 401K with Profit Sharing  
• Wellness program  
• Generous parental leave  
• 11 paid holidays  

   
For positions based in San Francisco, consistent with the SF Fair Chance Ordinance, an arrest and conviction record will not automatically disqualify a qualified applicant from consideration.    
    
For Individuals who would be working within the City of Los Angeles, Armanino will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance   
  
To view our Consumer Notice at Collection for job applicants, please visit: https://www.armanino.com/terms/ccpa-employee-notice/    

We have a community of resources that are ready and willing to support your ideas, build your skills and expand your professional network.