Company: IMPOWER Consulting
Location: London
Posted: April 30th, 2026
Location: London – Hybrid working (3 days per week in the central London office)
Salary: Competitive, starting from £50,000 per annum
Contract: Permanent, full-time (40 hours per week)
IMPOWER is the country’s largest independent management consultancy focussed exclusively on helping our public sector clients improve services for their local communities. We hold a profound belief in the innate value of public services; a better public sector is the cornerstone of a better society.
IMPOWER help public service leaders produce lasting, positive change in complex systems. We exist because public services can be – and should be – improved. For us, improving public services is fundamentally about improving the lives of citizens. We have consistently demonstrated that performance can be improved and that this improved performance can be sustained, citizens’ lives made noticeably better and public services left more resilient to manage future challenges.
IMPOWER is ambitious and growing! We are seeking colleagues who are ready for challenge, growth and opportunity over the coming years as we build the blueprint for better public services.
The Resource & Talent Manager (Resourcing) will play a pivotal role in IMPOWER’s growth, ensuring we match capability to opportunities and balance risk and priority across our portfolio. You will lead day‑to‑day resourcing to projects, support the development of our early career cohorts (Consultant and Senior Consultant) through recruitment and deployment and maintain and nurture our associate network to protect relationship capital and enable flexible delivery capacity.
Working closely with Delivery, People, Finance and Sales, you will bring cross‑portfolio visibility and judgement to resourcing and hiring decisions, supported by effective use of systems and data. You will be a skilled networker, a confident negotiator, able to balance client need, individual development and commercial considerations, and confident operating independently while escalating appropriately as required.
Resourcing coordination and team matching: Lead day‑to‑day resourcing conversations with project teams; match consultants and associates to work balancing client need, individual development and commercial constraints; smooth transitions between projects; manage availability, bench risk and short‑notice changes.
Consultant (C) & Senior Consultant (SC) pipeline and cohort approach: Act as recruiting manager for C and SC hiring; working with the Talent and Learning Advisor to support a cohort‑based approach to recruitment and with others to enable early career development and retention; maintain visibility of capability gaps and upcoming needs aligned to forecast demand.
Associate pipeline and relationships: Proactively build and manage an associate network aligned to priority capability areas; maintain trusted relationships with associates to support flexibility and continuity; support associates to take on roles aligned to their strengths and development interests; coordinate the associate approvals process and clarify interfaces with the People team for IR35, contracting and documentation workflows, ensuring that we are managing risk effectively.
Performance management partnership: Work with the Head of People Operations and Delivery leaders to identify resourcing risks linked to performance, support coaching and development plans where needed, and ensure staffing decisions reflect both client delivery standards and people development.
Insight, systems and forward planning: Help improve visibility of skills, availability and utilisation through system use and reporting; contribute to forward planning linked to the sales pipeline; produce clear, decision‑ready insights that enable prioritisation, risk management and confident resourcing decisions.
Cross‑functional interfaces: Establish and maintain clear ways of working between Delivery, People, Finance and Sales to reduce friction, improve speed and quality of decisions, and ensure accountability for key steps (e.g., approvals, contracting, onboarding and data quality).
Demonstrable experience in resourcing, resource management or workforce planning within a professional, project‑based, matrix environment.
Commercial mindset with a clear understanding of the commercial requirements of running a consulting / project‑based business, ensuring consulting staff are delivering against their responsibilities in terms of time spent and quality.
Experience of managing an associate / contractor network, including negotiating day rates and working knowledge of IR35 compliance and the associated checks and documentation (working effectively with People/Finance processes).
Experience supporting recruitment pipelines (ideally for early career roles), partnering effectively with Talent Acquisition and hiring managers to run efficient, high‑quality processes.
Strong understanding of utilisation, project economics and profitability; confident using data and systems (e.g., Kantata or similar) to improve visibility, planning and decision making.
Proven experience in managing multiple senior stakeholders with different priorities and developing solutions that deliver the best outcome for the company and our clients.
Proactive in developing and maintaining relationships.
Evidence of exceptional emotional intelligence, with a clear understanding of how to work in values‑based organisations and environments.
Demonstrable analytical, written and presentation capabilities.
Competitive salary, with a personal and company‑based performance bonus.
28 days annual leave (+ bank holidays), with buy/sell/rollover scheme.
Pension scheme.
Life assurance and Income Protection.
Medical and Dental Insurance.
Gym Subsidy contribution, including to online fitness subscriptions.
Parent, guardian, and carer friendly policies.
Regular training and development opportunities.
Paid volunteer/CSR days.
Regular team socials and celebrations (even virtual ones!).
At IMPOWER, whilst we are committed to being an equal opportunities employer – our commitment to facilitating a safe, inclusive working environment doesn’t just stop at an Equality and Diversity Policy.
We are an organisation that is actively working towards anti‑discrimination of any kind against race, gender, gender identity, sexuality, disability, age, religious belief, parental or carer commitments, marital status or civil partnership. We do this through our D&I strategy, constant review of our policies and procedures, via our recruitment processes, and training and development of our staff.
We have signed up to the Disability Confident scheme and we are committed to ensuring our application and interview processes are inclusive for all candidates. Please email Recruitment@impower.co.uk if you have any questions or require any adjustments.
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