Marsh & McLennan Global Contingent Workforce Management Leader in New York, New York

Our people are our greatest asset and our contingent workforce strategy is a key component to our overall talent acquisition efforts. The Global Contingent Workforce Management (CWM) Leader will be the central point for how Marsh & McLennan Companies maximizes the utilization of labor and talent worldwide. The Global CWM Leader’s primary work will include developing and leading the implementation of processes, tools and strategies for the recruitment of various contingent workforce types. In this role, you’ll identify and implement best practices, processes, metrics and tools that provide a contingent workforce pipeline to meet the hiring goals for all MMC, interface with Business leaders and HR partners to fulfill contingent workforce needs for open assignments, and ensure compliance with Contingent Workforce policy across contingent worker types and Operating Companies. You’ll also be responsible for assessing VMS system and supplier performance across multiple regions, driving cost effectiveness through the development and monitoring of programs/processes related to the Contingent Workforce. You’ll also drive the contingent worker classification initiative by providing guidance on appropriate classification, approvals, work assignments and length of assignments for Agency Workers, Employees of Vendors, Independent Contractors and Temporary Employees. In this role you’ll report to the Global Head of Talent Acquisition. You’ll lead a team of three people on the internal contingent workforce management team. This role could be located in a variety of locations: NYC, Chicago, London, Warsaw (Poland), Urbandale, IA or Norwood, MA. If you are ready to make a difference with the company’s most important asset, their people, submit your resume and let’s talk about your success in the following as qualifications for the position. Share how you’ve been able to interface with business leaders and HR partners on solutions to fulfill approved work assignments; Ensure proper process and procedures for onboarding of CW’s is in place including, background checks, provisioning, notifications, systems access and compliance training are conducted; Interface with IT to define processes for onboarding and off boarding of system access and disablement, upon termination. Liaise with Procurement to put process and procedures in place for invoice processing. Detail how you’ve been able to identify, evaluate and provide appropriate systems, tools and processes to continuously improve effectiveness and efficiency of contingent worker staffing solution, as well as ensure ease of use for hiring managers, candidates, and other internal users across the organization. Discuss how you’ve been able to collaborate with VMS system provider to monitor performance and impact; help the teams meet sourcing and hiring goals; liaise with VMS provider to ensure effective service delivery to the client; collaborate with HRIS and Legal to advocate for tools and system access that facilitates performance, and oversee training on tools. Detail how you’ve been able to provide appropriate communications on hiring and managing Contingent Workforce practices. For example, when work assignments are due to end, assignment extensions and assignment renewals; Ensure that CW’s are in compliance with MMC CW policy for allowable for work assignments. Share your success for how you’ve been able to own policies and procedures for Contingent Workers (CW) and how CW’s will be managed across MMC Operating Companies. Identify and articulate how existing HR infrastructure supports contingent workforce. Discuss how you’ve been able to keep current on the distinction between the four (4) CW type classifications and full-time permanent employees; provide guidance on appropriate classification, approvals, work assignments and length of assignments for Agency Workers, Employees of Vendors, Independent Contractors and Temporary Employees. Detail how you’ve been able to develop, implement, and manage specific performance metrics and SLA’s that ensure high quality of hires as well as customer satisfaction; Provide client sponsorship and direction for a managed service provider (MSP) and lead the evaluation and scoring for MSP on program performance. Discuss how you’ve been able to monitor actuals against the approved budget, to evaluate cost-efficiency and consider alternative courses of action/solutions; Be the escalation point as the Talent Acquisition sponsor. If you can confidently discuss these topics in depth, Marsh & McLennan Companies might be the right place for your expertise where you will be an integral part of our talent and resource strategy! #MSP #GigEconomy #WorkerClassification #FutureOfWork #Contingent #Workforce #Co-employmentRisk #Co-employment #LaborRights #TalentAcquisition #TalentStrategy #IndependentContractorValidation #ICValidation #VMS #SOW #ContingentWorkforceManagement #InternalContingentWorkforceManagement R037103-en R037103