Descripción del puesto

Resource Coordinator

Role Summary

The RC acts as a strategic advisor and integrator across the talent lifecycle, aligning client requirements with internal workforce capabilities to drive high-impact business outcomes. This role serves as a crucial bridge between delivery excellence, human capital strategy, and client satisfaction—especially within complex, multinational environments. Working in close partnership with global and regional leadership, account managers, and international delivery hubs, the RC ensures the right talent is deployed at the right time, while also supporting long-term workforce planning, cost control, and organizational agility. This role is highly collaborative, client-facing, and instrumental in steering global talent strategies that scale with business growth and transformation.

Key Responsibilities

•     Client-Centric Talent Review: Act as the strategic liaison between Account Managers, clients and internal recruiting teams by conducting in-depth reviews of technical profiles, ensuring alignment with technical requirements, communication standards, and cultural expectations before candidate submission.

•     Resource Budgeting & Cost Oversight: Define and oversee resource budgets in collaboration with account managers, ensuring cost-effective talent deployment aligned with contractual obligations and business forecasts.

•     Strategic Account Planning: Collaborate with Account Managers to co-develop workforce plans based on client geography, project duration, and resource volume, integrating delivery feasibility with long-term talent planning.

•     Client Relationship Management: Conduct regular consultations with global clients (EU, UK, USA) to gather evolving talent requirements and proactively adapt delivery models, ensuring continued client satisfaction and alignment with business goals.ç

•     Global Resource Allocation Governance: Document, standardize, and continuously optimize resource allocation processes to improve operational efficiency, cross-team coordination, and talent deployment readiness.

•     International Delivery Coordination: Partner with global delivery centers (e.g., Tunisia, Turkey, Eastern Europe) to ensure seamless talent fulfillment, monitor delivery timelines, and support cost-performance optimization.

•     Data-Driven Performance Monitoring: Track and analyze key talent metrics, including capacity planning, time-to-fill, and bench utilization, to identify trends, drive efficiency, and inform continuous improvement strategies.

•     Leadership Collaboration & Organizational Design: Work closely with regional and global leadership to shape team structures, define role requirements, and design talent development frameworks that scale with organizational growth and transformation.

Operational Execution & Process Management

•     CRM Maintenance (HubSpot):

Maintain HubSpot CRM with accurate, real-time updates on open roles, candidate status, and delivery progress to ensure transparency and alignment across stakeholders.

•     SOW/MSA Support:

Assist in the preparation of (SOW) and (MSA) upon Account Manager request, ensuring accuracy and alignment with delivery terms.

•     Vendor Coordination & Negotiation:

Liaise with external vendors to negotiate terms when required and ensure timely delivery of qualified candidates. Manage vendor expectations and performance.

•     Candidate Pipeline Management:

Drive internal and vendor recruiting teams to submit candidates within expected timelines. Ensure adherence to agreed SLAs and delivery commitments.

•     Credential & Equipment Readiness:

•     Coordinate pre-onboarding logistics such as credential verification, access provisioning, and laptop or equipment requests, ensuring all items are ready for the candidate’s first day.

•     Onboarding Support & Follow-up:

•     Conduct first-week touchpoints with new hires to ensure a smooth onboarding experience, address any concerns, and confirm satisfaction on both the candidate and client sides.

•     Escalation Handling:

Identify and escalate delays or process bottlenecks promptly to ensure proactive resolution and maintain service quality.

•     Full Lifecycle Supervision:

Oversee the complete staffing lifecycle—from role intake and candidate sourcing to onboarding—ensuring each step meets timeline and quality expectations.

•     AMP Process Leadership (Account Maintenance Program):

•     Own and manage the AMP process by conducting structured 1:1 meetings at least once per quarter with all direct headcounts. Use standardized forms and personalized check-ins to discuss performance, identify support gaps, escalate issues, and foster employee engagement.

•     Employee Retention: Serve as a key point of contact for team feedback. Share relevant details with the AM always.

What to Expect

- Fully remote position (LATAM-based)
- Compensation in USD (contractor model)
- Equipment provided
- Dynamic and evolving work environment that values adaptability and innovation