Contingent Workforce Program Lead

Position Overview:

We are seeking a highly organized and strategic Contingent Workforce Program Lead to lead the centralization efforts of staff augmentation and work planning practices within our organization. This role is responsible for managing the process of augmenting our existing workforce with external talent, typically on a temporary basis, as well as recruiting for full-time roles when needed. This individual will play a critical role in standardizing processes, optimizing resource allocation, and enhancing efficiency across various departments and projects. This role will serve as the primary interface and point of contact on workforce planning activities while working collaboratively with partners and colleagues across the organization.

Location: Hybrid, downtown Pittsburgh, Pennsylvania

Job Responsibilities:

Staff Augmentation Centralization and Contractor Onboarding

• Develop, oversee, and maintain the overall strategy for centralizing the staff augmentation/contingent workforce and contractor onboarding processes, ensuring efficient and effective deployment of contract personnel across various departments and projects in alignment with the organization’s goals and objectives.
• Identify opportunities for process improvement and optimization in the staff augmentation/contingent workforce process, implementing best practices and innovative solutions to enhance efficiency and effectiveness.
• Develop a unified approach to vendor relationship management and ensure one consistent DLH approach across vendors.
• Collaborate with internal partners such as Finance and Procurement, as well as external staffing agencies, vendors, and contractors to manage relationships and ensure compliance with company policies and procedures.
• Collaborate closely with internal partners such as HR, hiring managers, department heads, finance, and technology, to understand staffing needs and develop immediate and long-term workforce plans.
• Create and maintain tracking on staff augmentation/contingent workforce activities and respond as appropriate to gaps or issues illuminated by the data, escalating them to management.
• Identify production volume/need to help assess future and current personnel requirements.
• Find opportunities for cost-savings, process improvements, and enhanced service delivery within the contingent workforce management and HR services categories.
• Manage the end-to-end onboarding process for contractors, including initiating background checks, completing paperwork, coordinating orientation, proactively providing regulatory Compliance training, and integrating into project teams, ultimately ensuring a smooth transition and positive experience.
• Generate regular reports and metrics to track key performance indicators (KPIs), analyze recruitment trends, and provide insights for informed decision-making.
• Ensure compliance with relevant employment laws, regulations, and company policies, mitigating risks associated with contingent workforce management.

Recruitment

• Act as a subject matter expert on recruitment, be a strategic thought partner to the talent acquisition team.
• Align with and support overall TA goals and objectives; partner and influence cross-functional stakeholders; actively participate in programmatic internal efforts to increase talent movement and career growth.
• Proactively source and attract top-tier talent for the Company through various channels, including job boards, professional networks, and industry events.
• Conduct thorough candidate screenings, assessments, and interviews to ensure alignment with job requirements, cultural fit, and organizational values.
• Ensure a positive and engaging candidate experience throughout the recruitment process, providing timely communication, feedback, and support to candidates and hiring managers.
• Promote the Company’s employer brand and value proposition to attract and retain top talent, both internally and externally.
• Maintain accurate and up-to-date candidate records in the applicant tracking system (ATS), track recruitment metrics and KPIs, and generate reports to measure recruitment effectiveness.

Education/Experience:

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• Seven (7+) or more years of applicable experience required, including minimum of three (3) years in project or program management.
• Previous involvement in establishing staff augmentation, contractor management, or contingent workforce solutions required.
• Master's degree preferred.
• Certifications such as SHRM-CP, PHR, etc. preferred.
• Proven track record of successfully managing end-to-end recruitment processes for diverse roles and industries.
• Demonstrated leadership capabilities, with the ability to collaborate effectively in cross-functional teams and drive results.

Skills and Abilities Utilized in this Role Include:

• Strong knowledge of employment laws, regulations, and best practices related to contingent workforce management.
• Exceptional communication, organization, negotiation, and interpersonal skills.
• Ability to work independently and collaboratively, managing multiple priorities and deadlines.
• Proficiency in Applicant Tracking Systems (Success Factors).
• Brings a continuous improvement lens to programs by incorporating feedback and best practices.
• Strong Microsoft Office skillset (specifically Excel and PowerPoint); has strong storytelling and writing skills.
• Ability to present in a professional manner and communicate clearly with credibility and confidence.
• Ability to develop and coordinate cross-functional work groups and projects.
• Completes personal and professional development training as agreed to with Manager.
• A team-focused individual with a continuous improvement mindset.

Must possess a positive attitude and strong values that fit with DLC’s core values:

• Energized to shape the future;
• Bold in thinking and exploration of new possibilities;
• Collaborative in approaching all challenges;
• Responsible in commitment to safety, management of assets and finances and interaction with others;
• Selfless in serving the community, both on the job and through volunteerism.

Scope:

Primary focus is on daily deliverables, outputs and reporting. Accountable for managing one’s own time and workflow and leads projects and/or large project steps. Work is complex in nature, requiring the incumbent to draw on previous knowledge to perform role. Acts independently the majority of the time, requiring guidance in only complex situations. Has well established capabilities, acts as a resource to less experienced staff on moderately complex issues.

Decision Impact:

Problems and issues faced are vague and require analysis of multiple sources of information for solution. Draws on significant past experience to perform role. Accountable for direct level of reasoning and decision making.

Hybrid Work:

Position follows our hybrid work model, with a minimum of two days working in the office and the remaining days working remotely. Reporting location and frequency may be subject to change based on job role and department needs.

Storm Roles:

All Non-Union Employees will serve in storm roles as appropriate to their role and skillset. Please be sure to discuss storm roles with the hiring manager for this position, as duties can vary across the Company. Examples of storm roles could include but aren’t limited to duties such as: working with operations for service center support or with the communications, customer service, or government affairs teams to respond to public and customer requests for information, etc.

Data Governance:

Utilize data to make business decisions as appropriate for the position, support data stewardship activities and partner with IT on underlying data needs.

Disclaimer:

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.