Senior Resource Manager

Korn Ferry is a global organizational consulting firm. We help clients synchronize strategy and talent to drive superior performance. We work with organizations to design their structures, roles, and responsibilities. We help them hire the right people to bring their strategy to life. And we advise them on how to reward, develop, and motivate their people.

Our 10,000 colleagues serve clients in more than 50 countries. We offer five core solutions:

• Organizational Strategy
• Assessment and Succession
• Talent Acquisition
• Leadership Development
• Total Rewards

OPPORTUNITY TO ENHANCE YOUR CAREER - It’s about exceeding your potential.

The role will require you to establish and drive proactive resourcing practices with the Resource Management team both regionally and on a global basis, as well as partner with other groups within the Firm. The role requires a strategic thinker who can see the big picture of the business objectives and then drive plans to achieve those objectives. It also requires a blend of out-in-front influencing and networking, with behind-the-scenes emotional intelligence, data savvy, and problem solving in a fast-paced, project-driven environment. Process improvement, change management, optimizing consultant utilization and allocation of work, along with embedding yourself into talent discussions will be integral elements of this role.

This role reports directly to the Resource Management Associate Director with dotted line relationships with key local stakeholders. While an occasional on-site presence in our Sao Paulo office with our consultants is optimal, the flexibility to work remotely is possible. Travel is minimal, with most meetings happening virtually.

If you have a passion for driving change, influencing senior internal stakeholders, and engaging with a global team to develop new ways of working in workforce planning, then this role is for you! Take the next step to create a brilliant career within Resource Management at Korn Ferry and apply today.

KEY RESPONSIBILITIES

Stakeholder Engagement

• Drive an effective partnership with the regional leader, country leaders, consulting leaders, and team leaders within Korn Ferry South America.
• Partner with solution and market leaders to understand the composition of the regional talent pool and strategic future growth plans and identify opportunities to optimize resourcing.
• Stay current in understanding the organizational matrix (solutions, markets, geographies, lines of business, internal functions) and remain informed about changes as they occur.
• Work in close partnership with other key internal functions.
• Monitor solution trends and developments and share this among appropriate teams and leaders.
• Collaborate with senior leaders to solution challenging situations, negotiate on behalf of RM and in support of business needs.
• Analyze data from various reports and communicate the story effectively to senior leaders in support of business objectives.
• Deliver workforce insights to stakeholders to support informed decision-making and strategic planning.

Demand Planning

• Develop and manage capacity planning through robust demand plans based on business trends, current and anticipated pipeline of industries, and anticipated planned growth of marquee, regional and local accounts.
• Perform financial and business analytics requests as needed.
• Use/develop workforce planning tools to support governance processes, forecasting, modelling, and operational action planning, including strategies to effectively utilize scare talent and resolve staffing conflicts.
• Contribute to forecast review meetings with respective leaders on a regular basis. Work with RM colleagues to match demand with capacity and when staffing challenging/high-priority engagements requiring a deep understanding of the solution and offerings.

Resourcing

• Know your talent pool including numbers, individual skill profiles/interests, group skill gaps/surpluses, and potential training needs.
• Constantly evaluate the needs of the Firm, region, office, client, and consultant in determining the right staffing solutions, contingent labor versus internal employee trade-off.
• Manage client team expectations through appropriate information sharing and education.
• Understand the staffing need fully, and in the unique context of the client/solution, determine consultant “success profile” for Consulting’s various offerings.
• Think appropriately outside immediate talent pools for the right opportunity for others.
• Transition requests to appropriate groups within RM when necessary, following globally agreed processes.
• Help expose new or unknown capabilities to engagement teams, advocating for consultants’ ability to be successful in a new environment.
• Participate in onboarding new consultants, educating them on how to partner with RM effectively.
• Seek and provide feedback; maintain an ongoing feedback loop with consultants and people managers on performance. Utilize information to enhance development opportunities for consultants moving forward.
• Appreciate the need to adjust staffing approach to the needs and cultural norms of different countries.
• Contribute to workforce planning by forecasting and addressing staffing needs with contingent labor.
• Use data and insights to monitor contractor usage and spend.
• Shepherd the approval process for onboarding new contractors.
• Ensure adherence to the global rate card for contractor pay.

Understanding the Business

• Apply your knowledge of the professional services industry and how publicly listed consulting firms operate (e.g., contract-to-cash, business development cycles, project delivery cycles, billable hours, time entry, quarterly reporting, etc.) to staffing.
• Review and monitor monthly reports, including but not limited to utilization reporting, pipeline, solution-specific reporting, backlog.
• Leverage business and financial acumen to understand the implications of bill rates, fees, priority work, etc.
• Understand our clients, what they do, what they need, and how we are helping them.
• Demonstrate strong commercial awareness when reporting to stakeholders: utilization, monitoring and investigating discrepancies between the data, and providing insight to the leadership teams, highlighting any potential concerns.

Driving Internal Innovation

• Identify opportunities for process improvements and implement best practices to enhance operational efficiencies.
• Lead/contribute to initiatives to support the continuous growth and maturation of our RM workforce, focusing on expanding knowledge, enriching experiences and enhancing competencies.
• Drive change management efforts to ensure successful implementation of new processes and practices.
• Collaborate with various departments and stakeholders to ensure alignment and support of RM initiatives.
• Review and monitor monthly reports, including but not limited to utilization reporting, pipeline, solution-specific reporting, backlog.

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

• Proficiency in written and verbal English and Portuguese is required. Strong language skills in English, Portuguese and Spanish are highly desired.
• Eight+ years of experience in Resource Management or related field.
• High degree of professionalism in all areas (communication, approach, style); understanding what it means to represent a top-tier professional services firm.
• Highly developed diplomacy, influencing, negotiation, and conflict-management skills.
• Ability to lead multiple high-profile/value and complex projects with multiple top-level stakeholders.
• Ability to work effectively under pressure and with short timelines/competing demands.
• Ability to work effectively across multiple geographies/cultures.
• Ability to partner at all levels of the organization internally and externally.
• Gravitas and judgment to understand when and how to challenge senior leaders productively and maintain relationships.
• Highly analytical; ability and drive in puzzle-solving.
• Creative and resourceful.
• Ability to maintain and align with processes.
• Detail orientated with a strong focus on quality.
• Ability to handle large amounts of information and ambiguity.
• Sense of discretion/prudence in working with sensitive information.

EDUCATION

Internal Mobility at Korn Ferry

If you currently work for Korn Ferry or one of our affiliates, you must be eligible to apply for a different position within Korn Ferry to use the Careers Site. If you accept such a position, your benefits programs and Human Resources policies may change. Please consult with your HR contact for the new position concerning application eligibility, including any immigration/visa needs, benefit programs, and HR policies applicable to that position.

Korn Ferry is an Equal Employment Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or veteran status or any other characteristic protected by federal, state, or local law.