Director of Resource Management

ABOUT THE FIRM

CRR Advisors is the founding firm of Bridgepoint Alliance, a platform built to partner with growth-oriented accounting and advisory firms across the Northeast. CRR provides outsourced accounting and financial management services, tax planning and preparation for businesses and individuals, and forward-looking advisory services, including transaction advisory and valuation. Audit and attest services are provided through its affiliated entity, CRR, LLP, enabling a coordinated solution across advisory, tax, accounting, and assurance.

Bridgepoint Alliance will continue to add like-minded firms to its platform, and this role is built to scale with that growth. The Director of Resource Management will support not only CRR Advisors but the broader Bridgepoint ecosystem, making this an opportunity to build something that matters across multiple firms from day one.

This role demands equal parts emotional intelligence and analytical rigor. The Director will work across partners, department leaders, and staff, navigating competing priorities, managing expectations, and resolving tension with professionalism and care. At the same time, every decision this person makes should be grounded in data. We expect them to be fluent in utilization, capacity, and pipeline metrics, and to use that fluency to inform judgment, not replace it.

THE OPPORTUNITY

This is a leadership role focused on resource management: ensuring billable hours are planned, allocated, and tracked with precision across the firm. The intensity shifts with the fiscal calendar, peaking during tax season and easing in the off-season, but resource management is the throughline of the job. The Director will also own recruiting as a secondary responsibility, stepping up sourcing and hiring activity when scheduling demands ease.

You are expected to be evidence-driven in everything you do, using utilization data, pipeline metrics, and capacity trends to inform scheduling decisions and make the case for action. You will resolve conflicts, make staffing calls, partner with department leaders on capacity strategy, and support recruiting when the calendar allows.

KEY RESPONSIBILITIES: RESOURCE MANAGEMENT

Strategic Resource Planning

• Own the firmwide staffing schedule across Tax, A&A, CAAS, and TAS departments for all billable professionals.
• Lead pre-busy-season planning (October-November), modeling capacity gaps, projecting demand from the pipeline, and presenting staffing scenarios to the partners.
• Monitor utilization performance against departmental targets and flag variance in weekly leadership meetings.
• Identify engagement-level risks (aging WIP, stalled tasks, capacity imbalances) and recommend corrective action before they affect realization.

Day-to-Day Operations

• Serve as the firm’s central coordination point for all scheduling requests, changes, and conflicts.
• Monitor hours on a weekly basis, measuring actual utilization against planned and identifying variances early. Actively push through roadblocks, including client information delays, shifting priorities, and stalled engagements, to keep work moving.
• Work proactively with department leaders and staff to pull work forward into the summer months, reducing end-of-season bottlenecks and smoothing capacity across the year.
• Resolve staffing conflicts diplomatically when competing client demands exceed available capacity.
• Work with team to ensure a backlog of available “fill-in” value driving non-billable projects are available for short notice gap solutions.
• Manage onboarding logistics for new hires and interns, coordinating first assignments with department managers.

Systems & Reporting

• Serve as primary administrator for scheduling and time & billing systems (practice management suite, CCH Axcess and Karbon).
• Own utilization reporting: pulling, interpreting, and presenting KPI data to leadership with a clear point of view on what the numbers mean and what action is required.
• Identify and recommend improvements to scheduling workflows, automation opportunities, and system configurations.

RECRUITING SUPPORT

• Run full-cycle recruiting for open professional staff roles: sourcing, screening, coordinating structured panel interviews, and extending offers, using the firm’s outcome-based hiring scorecard.
• Maintain the firm’s recruiting tracker and candidate pipeline across LinkedIn Recruiter, Indeed, and other channels.
• Develop seasonal hiring plans aligned to projected workload growth and attrition, and build relationships with university accounting programs and staffing partners.
• Track recruiting metrics (time-to-fill, offer acceptance rate, source effectiveness) and report to leadership quarterly.
• Protect candidate experience: every candidate, hired or not, leaves the process feeling respected.

TECHNOLOGY & AI FLUENCY

This role operates in a technology-forward environment. We expect the Director to be an active user of AI tools, not merely open to them.

Systems You Will Use Daily

• CCH Axcess, Karbon, or other practice management suite: Time & billing, engagement management, resource scheduling, and utilization data export.
• Scheduling & Reporting Infrastructure: Real-time utilization dashboards, aging alerts, and capacity planning tools. Expected to work fluently in these systems and derive insight from the data independently.
• Microsoft 365: SharePoint, Excel, Teams, and Outlook. This person will be expected to design and build the firm’s recruiting tracker from scratch using this stack, then own and maintain it going forward.

AI Tools We Expect You to Use

• Use AI writing assistants (Claude, ChatGPT, Copilot) to draft job postings, candidate outreach, offer letters, and scheduling communications.
• Use AI tools to summarize scorecard feedback, synthesize interview panel notes, and draft consensus recommendation memos.
• Stay current on emerging AI tools relevant to accounting operations, scheduling optimization, and recruiting automation; bring recommendations to leadership with ROI framing.

WHAT SUCCESS LOOKS LIKE: YEAR 1

The outcomes below reflect what success looks like in this role during the first year and a half. They are meant to give candidates a clear sense of the impact we are hoping this person will have, not just the activities they will be responsible for.

Desired Outcome

Firm utilization moves from 58% toward 70% target

Weekly utilization reports vs. target; partner review

65%+ by Dec 2027

At least 2 automation improvements recommended & implemented

Documented ROI case; hiring committee sign-off; deployed in production

2+ by Q4 2026

QUALIFICATIONS

Required

• 5+ years in resource management, workforce scheduling, or professional services operations, ideally within an accounting or advisory firm. Recruiting experience is a plus.
• Demonstrated experience with accounting practice management platforms; hands-on experience with CCH Axcess and Karbon is a strong plus.
• Proficiency with Microsoft 365 (Excel, SharePoint, Teams, Outlook). Comfortable in data-heavy environments.
• Proven ability to manage competing priorities diplomatically under deadline pressure.
• Structured thinker who can read a utilization dashboard, identify the root issue, and communicate a clear action plan.
• Active user of AI tools; no formal training required, but you must be curious and hands-on.

Preferred

• Direct experience in a public accounting firm in a scheduling, operations, or recruiting capacity.
• Familiarity with outcome-based hiring frameworks (A Method, structured interviewing).
• Experience with LinkedIn Recruiter, Indeed, and/or applicant tracking systems.
• Familiarity with SharePoint lists or similar tools for building and maintaining operational trackers.
• Understanding of accounting firm seasonality, realization metrics, and engagement lifecycle.

COMPENSATION & BENEFITS

• Base salary: $100,000 – $125,000 commensurate with experience.
• Annual performance bonus tied to firm utilization improvement and resource management performance.
• Comprehensive health, dental, and vision coverage.
• 401(k) with firm match.
• Hybrid work schedule (Greater Boston metro required).
• Professional development budget for HR, recruiting, and technology certifications.