Senior Manager, Talent Development & Resourcing

The Opportunity

Make an impact on our people as the Senior Manager, Talent Development and Resourcing by providing people strategies and solutions. You will be trusted to enhance our resource scheduling, elevate our service levels, and drive quality throughout our engagements.



As a part of our team, you’ll leverage your CPA designation for client engagements while overseeing coaching, scheduling, career progression, and mentoring of junior team members. As a senior leader, you’ll work as part of a team of problem solvers, helping to solve complex talent issues from strategy to execution.



30% Client Engagements and Revenue Generation

  • Deliver on client engagements from a book of business

20% Scheduling

  • Build capacity through resource utilization and digital tools

50% Talent Development

  • Co-create new learning, career progression, and talent programs


The Challenge

  • Supervise the Professional Development Co-ordinator and collaborate with the Professional Development Team, improving service offerings and learning outcomes.
  • Leverage project management to effectively deploy people resources across the business, ensuring that Partners have the correct levels/mix of staff and skillset required to ensure optimum utilization and client service.
  • Evolve the learning and development function with fresh curriculum and tech-savvy tools while embedding the Level-Up Competency Framework into non-technical training sessions.
  • Lead and coach accounting professionals, advocating for career development, pathways to success, and performance improvements.
  • Consult on how to promote best practices, increasing quality throughout the Firm.
  • Lead capacity issues with client service personnel by identifying personal schedule preferences and / or career development issues.
  • Direct and deploy technical and soft skill training curriculum, spanning managers, designated professionals, staff accountants, and specialty groups.
  • Participate in special projects and experiments aimed at improving business and people operations.
  • Engage in continuous learning to stay informed of changes in the profession through research and by attending relevant industry events and training/information sessions


Example Initiatives / Scope Includes:

In The First Month, Expect To

  • Begin initial scoping of assigned functional initiative.
  • Cross-train on scheduling and resourcing.

In The First Three Months, Expect To

  • Work alongside Partners to determine capacity outcomes, make recommendations, and scope engagement plans.
  • Build and begin to execute upon a new 2-year mentoring and coaching program across the organization.
  • In collaboration with the Director of Human Resources, finalize career pathways.

In The First Six Months, Expect To

  • In tandem with the Director of Standards and Director of Human Resources, launch KRPtv, a micro- bite sized learning platform.
  • Match resource needs with availability, while taking into consideration skills required, personal preferences of individuals, and the overall engagement risk.
  • Standardize talent profiles in ADP for better line of sight for advancement and succession planning.

In The First Year, Expect To

  • Successfully maintain and fulfill client engagements.
  • Co-facilitate a 2-day workshop for managers: “The Leadership Challenge”™
  • Own or assume a key role in the ongoing execution and further enhancement of career progression and development of our people



  • CPA designation
  • 5+ years of experience in accounting or business operations and; strong understanding of client satisfaction, technology adoption, quality assurance, and how people operations tie into the overall business strategy.
  • To be a leader, extending mentorship and coaching from a place of empathy, care, and authenticity.
  • To be a change agent.
  • To be a solid communicator. You're passionate about sharing the story behind your work.
  • To know how to juggle and be comfortable multitasking, prioritizing, and living in the ambiguity.
  • To be ambitious. You don't accept the status quo simply because "it's what we've always done." You push for better, newer, and more innovative ways to do things—all while staying humble.
  • A sense of humor is an asset.



The Senior Manager role reports to the Director of Human Resources, with Partner oversight.
This Senior Manager role has 1 direct report (Professional Development Coordinator).