When it comes to independent contractors, proper talent management and a strategic workforce plan is commonly under-utilized in today’s organizations. Responding to an unpredictable market, more organizations are using independent contract workers (ICs) to fulfill their talent needs. However, an effective plan to integrate these workers into the organization is needed. Whose responsibility is it to develop and execute this strategic plan? Whose role is it to source and engage this talent? What form of governance do you rely on?
In most organizations, the procurement function is concerned with compliance and cost management of IC workers while HR’s imperative is to provide a labor force that is able to deliver on business goals. If HR is not part of the planning and governance there can be added risk and duplication of efforts. Competing priorities often lead to last minute or after-the-fact engagement decisions and under minds the real value of engaging this talent. Developing a communication strategy between these two teams can yield a blended workforce of traditional and non-traditional talent that is not only productive, but cost effective and strategically deployed. HR and procurement professionals must have a set of unified objectives to manage their independent contractors.
This panel discussion will be comprised of HR and Procurement professionals from enterprise organizations that have wrestled with this issue and have a solution in place. With the added benefit of a legal perspective this session will look at all sides of the practice of engaging Independent Contractors. Attendees will get real practical advice from people who have the experience to share their knowledge.