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Talent Acquisition Manager, Contingent Workforce
2 months ago
Job Summary:
The Talent Acquisition Manager will lead and manage the contingent workforce program, ensuring the effective sourcing, onboarding, and management of temporary, contract, and freelance talent. You will collaborate with internal teams and external staffing agencies to ensure the organization’s contingent workforce needs are met efficiently. The ideal candidate is experienced in managing large-scale workforce programs, vendor management, and has a strong understanding of workforce compliance.
Key Responsibilities:
- Develop and manage the contingent workforce strategy: Design and implement workforce solutions that align with the company's goals, ensuring flexible and scalable talent management.
- Vendor management: Establish and maintain strong relationships with staffing agencies, third-party suppliers, and managed service providers (MSPs) to ensure timely delivery of contingent talent. Negotiate contracts and service-level agreements (SLAs).
- Sourcing and talent pipeline development: Collaborate with hiring managers to assess staffing needs and implement effective strategies for sourcing and recruiting high-quality contingent talent, including contractors, freelancers, and temporary employees.
- Onboarding and integration: Lead the onboarding process for contingent workers, ensuring compliance with legal and company policies. Coordinate with HR, IT, and hiring managers to ensure seamless integration into teams.
- Workforce planning and forecasting: Analyze workforce needs and collaborate with department heads to forecast short-term and long-term contingent labor needs.
- Compliance management: Ensure that all contingent hiring complies with local, state, and federal employment laws, including tax regulations, worker classifications, and labor contracts.
- Data analytics and reporting: Track and report on key workforce metrics such as time-to-hire, vendor performance, workforce costs, and compliance. Use data insights to improve contingent workforce strategies.
- Technology management: Utilize applicant tracking systems (ATS), vendor management systems (VMS), and other relevant tools to streamline contingent workforce operations.
- Continuous improvement: Implement best practices and process improvements to enhance the efficiency of the contingent workforce program, including onboarding, management, and performance tracking.
Key Qualifications:
- Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree or HR certification is a plus.
- Experience: 5+ years of experience in talent acquisition, with at least 3 years managing contingent workforce programs or high-volume staffing.
- Vendor and contract management: Proven experience in working with staffing agencies, negotiating contracts, and managing relationships with third-party suppliers.
- Analytical skills: Strong data-driven mindset with the ability to interpret workforce analytics and provide actionable insights.
- Communication: Excellent verbal and written communication skills with the ability to influence and collaborate with cross-functional teams.
- Technology proficiency: Hands-on experience with applicant tracking systems (ATS), vendor management systems (VMS), and HR information systems (HRIS).
- Compliance expertise: In-depth knowledge of employment laws, including worker classification, tax implications, and other labor regulations for contingent workers.
Preferred Skills:
- Experience managing contingent workforce programs in industries with large-scale temporary or contract labor needs.
- Familiarity with workforce management tools and vendor management platforms.
- Strong negotiation and vendor relationship skills.
- Ability to thrive in a fast-paced, dynamic environment.
