Director, Resource Management

Stanley Consultants is an award-winning and industry-leading global consulting engineering firm, with an unmatched commitment to culture, values, and ethics. We are dedicated to client experience and solve the most complex challenges to create a sustainable, connected, and enriched world for all. As the world changes, Stanley strategically evolves with it, integrating the latest technology, innovation, and resiliency practices.

With over a century of experience serving the energy, federal government, transportation, and water sectors, we have helped improve lives and shape the infrastructure systems that connect us. As an employee-owned organization with a People First approach, we stand apart from other engineering consulting and services firms. At Stanley, your voice counts, your growth matters, and your success is our success.

Stanley Consultants offers flexible work options, competitive pay and great benefits, a strong sense of community, and the chance to build a meaningful, long-term career!

Job title - Director, Resource Management

Location - Broomfield, CO

Job type - Hybrid

Requisition ID - 11419

Position Summary

The Director, Resource Management is responsible for leading the strategic planning, allocation, and optimization of the company's professional resources across all markets. This role develops and implements enterprise resource management strategies that ensure the right people are assigned to the right projects at the right time while supporting business growth, profitability, employee development, and client satisfaction.

The Director partners closely with Operations Leaders, Market Leaders, Group Managers, Project Managers, and Human Resources to forecast workload demands, monitor utilization, identify workforce gaps, and develop staffing strategies that maximize organizational effectiveness and project delivery performance. The position serves as the organizational leader for resource planning processes, forecasting tools, and workforce capacity management.

Essential Responsibilities:

Strategic Resource Planning

• Develop and execute enterprise-wide resource management strategies aligned with business objectives and growth plans.
• Establish workforce planning processes to balance current project needs with future market opportunities.
• Evaluate resource capacity, staffing levels, and skill availability across all business units.
• Lead annual and quarterly workforce forecasting activities in partnership with operational leadership.
• Develop recommendations regarding staffing investments, outsourcing, subcontracting, and recruiting priorities.

Resource Allocation & Deployment

• Oversee allocation of technical and professional staff across projects, offices, and markets.
• Balance workloads to optimize utilization, project performance, employee engagement, and business profitability.
• Monitor resource availability and proactively resolve staffing conflicts.
• Facilitate cross-market and cross-office resource sharing to maximize organizational efficiency.
• Support major pursuits and project startup activities by ensuring appropriate staffing plans are established.

Utilization & Performance Management

• Monitor utilization, direct labor, and workforce productivity metrics across the organization.
• Develop dashboards, reporting tools, and performance indicators to support business decisions.
• Identify trends, risks, and opportunities related to workforce deployment and project staffing.
• Partner with operational leaders to improve workforce efficiency and forecast accuracy.
• Recommend corrective actions when utilization or staffing metrics fall below established targets.

Talent & Workforce Development

• Collaborate with Human Resources and business leaders to identify workforce capability gaps.
• Support succession planning and long-term talent development strategies.
• Identify opportunities for cross-training and skill development to increase workforce flexibility.
• Participate in hiring strategy discussions to align recruiting efforts with business needs.
• Support onboarding and deployment of new hires into productive project assignments.

Operational Leadership

• Establish and maintain resource management policies, procedures, and best practices.
• Lead continuous improvement initiatives related to workforce planning and project staffing processes.
• Partner with Finance, Human Resources, and Operations on annual business planning activities.
• Evaluate and implement resource management technologies and forecasting tools.
• Provide leadership and mentoring to resource managers, workforce planners, and scheduling personnel.

Qualifications:

Education

• Bachelor's degree in Engineering, Architecture, Construction Management, Business Administration, Human Resources, or a related field.
• Master's degree preferred.

Experience

• 12+ years of progressively responsible experience in engineering, architecture, consulting, operations, workforce planning, or resource management.
• 5+ years of leadership experience managing enterprise resource planning or operational functions.
• Experience supporting multi-discipline engineering and architecture project organizations.
• Demonstrated success managing workforce planning, utilization, forecasting, and staffing strategies.

Knowledge, Skills & Abilities

• Strong understanding of engineering and architecture project delivery processes.
• Expertise in resource management, workforce planning, and capacity forecasting.
• Knowledge of utilization metrics, direct labor management, and operational performance indicators.
• Advanced analytical and problem-solving skills.
• Strong leadership, communication, and influencing abilities.
• Ability to collaborate effectively with senior leadership and business stakeholders.
• Experience with workforce planning, ERP, and project management systems.
• Advanced proficiency with business intelligence and reporting tools.

Work-Life Balance We realize there’s more to life than just work. We help you meet the demands of work, family and personal life through several flexible options.

What we offer:

Member-Owned. Member-ownership is at the heart of our culture, aligning client satisfaction, company performance, and personal reward.

Paid Time Away. Stanley Consultants offers numerous paid holidays, generous paid time off (PTO), parental leave, and professional development leave.

Health Insurance. We provide a comprehensive insurance package including medical, dental, vision, FSA, HSA, Doctor On Demand, wellness reimbursement, and mental health resources.

Financial Health. We offer life insurance, short- and long-term disability insurance, identity theft protection, and many other benefits.

Professional Growth. When your skills grow, so do we, which is why we offer tuition assistance, professional society membership, and more.

Financial Rewards. We share our prosperity with members through company stock ownership, a generous 401K match, incentive compensation, and profit-sharing contributions to retirement 401K plans.

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Stanley Consultants does not welcome unsolicited resumes from staffing and recruiting agencies. Any unsolicited resumes submitted to Stanley Consultants, including but not limited to resumes submitted directly to Stanley Consultants members, or any of our representatives, will be deemed the property of Stanley Consultants.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)