For the resource manager
See true capacity against real demand. Commit with confidence.
People, skills, allocations, leave and scenarios in one model, so overcommitment shows on the heatmap before it shows on the delivery date.
The challenge
The questions the executive team will ask you.
- Do we have the capacity to deliver what we have already committed to?
- Which initiatives are competing for the same scarce people?
- Are our best people working on our highest-priority work?
- Where are our biggest capability gaps?
- Does the plan account for who is actually going to be away?
- If we approve everything proposed, can we actually deliver it with the people we have?
If any of these takes a week to answer, the rest of this page is for you.
The solution
What the resource manager sees first.
Capacity heatmap
Firm load per person per month against their ceiling.
Under, healthy, full or over, with a forecast marker where firm plus tentative crosses the line. Read-only, computed from the bookings.
Resource workbench
Every allocation on a timeline, per person, with its state.
Proposed, confirmed, on hold, firm or tentative. Quick-add from the row, and the peak shows against the ceiling.
Skills and proficiency
Proficiency by skill, level one to four, on the person.
Integration architecture, threat modelling, Azure landing zones. Demand names the skill it needs, so the match is skills-aware.
Rebalance scenarios
A scenario compared against the live plan, person by person.
Fourteen resources change. Over-booked months go from fifteen to none. Promote it and the live bookings follow; leave it and nothing moves.
Leave and availability
Who is away, when, and for how long, next to the bookings.
Annual, sick, long service and unpaid leave, with your own types added in reference data. The heatmap already knows, so the December plan is not a surprise.
Day to day
What changes.
The AlignX technology
Nothing new to govern.
Runs inside Microsoft 365In your tenant, on your Dataverse. Nothing leaves it.
Entra ID governs who sees whatThe roles you already run decide access. No second directory.
Australian data residencyYour Dataverse environment sits in an Australian region. Purview and retention policies apply as they do everywhere else.
Questions
What resource managers ask us.
What resource, PPM and workforce tools does AlignX replace or integrate with?
AlignX replaces the resource module of your PPM (Planview, Clarity, ServiceNow SPM) and your standalone capacity spreadsheets. It integrates with your HR/HCM (Workday, SuccessFactors), Jira for actual effort, and finance for cost rates. One resource model, drawing from the systems that already own the data.
Do I still need Jira and my HR system if we have AlignX?
Yes. AlignX is not there to replace where work happens or where employee data lives. It integrates. Teams keep working in Jira, HR keeps managing people in Workday, and AlignX holds the connected demand-capacity-skills model that no single system holds today. This is what makes consolidation work.
How does AlignX show capacity across portfolios?
Each person has a capacity ceiling. The heatmap shows firm and tentative load against it across every portfolio.
Can I model skills, not just headcount?
Yes. Every resource carries a skills profile, and demand records specify required skills, not just FTE. Matching is skills-aware, so you spot the \"we have capacity but not the right capacity\" gap before it becomes a hiring rush or a delivery slip.
How do I forecast demand before projects are actually approved?
Demand can be raised at pipeline stage, before funding. You see what is coming down the tunnel and can flag capacity conflicts to the portfolio board before commitments harden.
Will AlignX show me what other portfolios are about to hit my team?
Yes. Enterprise-wide visibility means demand from every portfolio, transformation programme and BAU stream aggregates against your team. No more surprises when three programmes all need your architects in Q3.
How do we handle contractors?
Each person carries an employment type, a cost rate and a resource manager, so contractors sit in the same model as employees.
See where you stand.
Ten minutes, twenty-one questions, an instant maturity score.