Contingent Workforce Management

Your Role 

This role supports the Ascendiun Family of Companies. The People & Engagement Strategy & Planning team advances the enterprise strategy for being a great place to work, human capital planning, financial management, and operating priorities that help leaders make clear, data-informed workforce decisions across business lines, functions, and companies.

The Contingent Workforce Management, Principal will report to the Director, People & Engagement Strategy & Planning. In this role, you will lead strategy, planning, governance, and oversight for contingent workforce management across the Family of Companies.  You will be accountable for how contingent workforce demand is reviewed, approved measured, and integrated into broader human capital planning and business objectives, creating clear controls and visibility for leaders, HR Business Partners, Finance, Global Business Services, Talent Acquisition, and other stakeholders.
 

Responsibilities

Your Work

 
In this role, you will: 

• Advise management on the design, implementation, and ongoing effectiveness of an enterprise contingent workforce management program, including governance, controls, decision rights, policies, business and financial effectiveness, and leadership reporting.
• Serve as the product owner for the contingent workforce management technical system solution (e.g., VNDLY), leading the design, build, testing, implementation and ongoing improvement in partnership with business technology and vendor stakeholders.
• Set enterprise standards with Global Business Services, Finance, HR Business Partners, Talent Acquisition, People Analytics and Reporting, and business leaders for how contingent workforce requests are reviewed, approved, tracked, and evaluated against workforce plans, financial plans, risks, and business priorities.
• Embed contingent workforce planning into enterprise human capital planning routines, ensuring leaders have a complete view of employees, temporary employees, consultants, contractors, statement-of-work resources, and business process outsourcing resources when making workforce, investment, and operating model decisions.
• Monitor enterprise contingent workforce utilization, mix, tenure, current and forecasted costs, criticality, supplier dependency, policy adherence, and risk indicators; translate findings into recommendations that improve cost control, workforce design, compliance, supplier strategy, and operational effectiveness.
• Develop and maintain enterprise reporting, dashboards, scorecards, and decision tools that measure contingent workforce effectiveness, value, risk, process health, adoption, and alignment to business priorities.
• Lead enterprise review routines to identify long-term, high-cost, high-risk, or business-critical contingent work that may be appropriate for conversion to employee or temporary employee roles, in partnership with HR Business Partners, Finance, Talent Acquisition, and business leaders.