Lead Resource & Planning Coordinator, Numan

• Proven experience in workforce planning, resource management or operations management, ideally including forecasting or capacity modelling
• Experience managing, mentoring or developing at least one direct report
• Advanced Excel/Google Sheets skills (pivot tables, complex formulas, modelling); working knowledge of SQL or BI tools (e.g. Looker, Power BI) is a strong plus
• Confidence using workforce planning tools and customer service platforms (e.g. Zendesk, Intercom, or similar)
• Experience designing and implementing new processes from scratch, not just running existing ones
• Experience leading change management — introducing new tools or ways of working to an existing team and driving adoption
• Strong stakeholder management skills, including the ability to influence senior leaders you don’t directly manage across Clinical, Finance and People
• Strong problem-solving skills and the ability to adapt in a fast-paced, evolving environment
• Clear, confident written and verbal communication skills

Desirable

• We are looking for a proactive and analytical Lead Resource & Planning Coordinator to own workforce planning, capacity modelling and resourcing strategy for our clinical function — with this role expected to grow to cover all of Operations as we scale
• This is a step up from a coordination role into ownership of the strategy behind it: you’ll build the forecasting models, capacity plans and efficiency initiatives that shape how we resource the business, while also managing a Resource & Planning Coordinator who supports day-to-day delivery
• It’s also a genuinely hands-on, build-it-from-scratch role. Many of the tools, processes and rhythms this function needs don’t exist yet, so you’ll be setting them up yourself — from rostering processes to reporting dashboards — while also handling the day-to-day resourcing decisions that keep the clinical team running smoothly
• You’ll report to the Head of Clinical Operations, with a clear path to grow this role into a broader Resourcing leadership position as it expands across all of Operations
• Building and owning demand forecasting models — patient volume, seasonality and growth plans — translated into headcount and skill-mix requirements across 3–12 month horizons
• Running scenario and what-if modelling (e.g. attrition, absence, demand spikes) to stress-test staffing plans and reduce risk
• Tracking forecast accuracy against actuals and continuously refining models
• Translating business growth plans into resourcing plans and headcount business cases for leadership
• Identifying inefficiencies in scheduling, staffing and workforce processes through data, and owning improvement projects end-to-end
• Setting up new processes, tools and ways of working from scratch where none currently exist — this is a build-from-the-ground-up remit, not just running what’s already there
• Driving adoption of workforce management tools and automating manual scheduling/rostering tasks
• Leading change management as new processes and tools are introduced — bringing the existing team along and embedding new ways of working
• Managing day-to-day workforce planning, ensuring appropriate staffing levels to meet patient demand
• Monitoring real-time service activity and making adjustments as needed
• Overseeing shift planning and scheduling, ensuring fair and effective workforce allocation
• Line managing, developing and setting standards for a Resource & Planning Coordinator
• Acting as the key point of contact for urgent resourcing issues or service needs
• Overseeing onboarding, training and performance tracking for clinical teams
• Ensuring staffing plans meet safe staffing levels, escalating clinical risk promptly and in partnership with the Clinical Governance team
• Owning the resourcing budget and cost-to-serve, including contractor and overtime spend, and working to reduce reliance on premium-cost labour
• Managing invoicing for contractor staff and overtime, ensuring accuracy and timely submission
• Reviewing key performance data to identify patterns, risks and opportunities, and presenting insight and recommendations to leadership
• Building dashboards and reporting on utilisation, fill rate, forecast accuracy and cost
• Partnering closely with Clinical Leadership, Finance and People teams to align resourcing strategy with wider business plans
• What success looks like
• A reliable, regularly-refreshed capacity plan and forecast is in place, with forecast accuracy improving quarter on quarter
• Shift fill rates and rota coverage meet target, with fewer last-minute gaps and reduced reliance on overtime and contractors
• Contractor and overtime spend is visible, controlled and trending down as a share of total resourcing cost
• Core workforce planning processes and reporting are documented, repeatable and ready to extend beyond clinical into wider Operations
• The Resource & Planning Coordinator is confidently owning day-to-day delivery, freeing you to focus on strategy and forecasting