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The Challenge
UWA faced the challenge of engaging global staff in countries like Brazil, India, Malaysia, and Singapore where they lacked legal entities, requiring compliant hiring within diverse local legislations. The complexities of navigating varying employment laws, tax regulations, and cultural norms in each country posed significant obstacles.
Ensuring seamless coordination, maintaining legal compliance, and managing payroll across multiple jurisdictions presented a formidable task. Overcoming these challenges demanded a comprehensive understanding of global employment practices, intricate compliance requirements, and strategic workforce management solutions.
Solution
CXC partnered with this organisation to manage their contingent workforce, in collaboration with a Vendor Management System, Fieldglass.
Having nominated Fieldglass to centrally manage all parties to their contingent workforce, this client saw CXC as a natural fit – CXC’s experience with Fieldglass saw them take the role of implementation partner, enabling them to make the best decisions for achieving more from the vendor management system, their talent partners and their workforce.
Despite a complex relationship between all parties, we expertly managed the model, and assisted them in avoiding the many pitfalls associated with integration and roll-out of new technology.
We applied a consultative approach to uncover any major obstacles in implementation and the management of contract workers, allowing us to deliver a cost effective and results-driven partnership.
In addition, CXC’s positive reputation in the market better positioned their employee value proposition to contractors, as they continue to establish their brand with quality contract talent.
Results
By centralising the engagement and management of the contingent workforce, CXC assisted them in achieving significant productivity gains and cost reductions. Now, the client has a far better grasp on the success of their contractors through implementing and tracking critical performance metrics. These metrics include:
- Better management of their risk profile
- Consistency of supplier margins
- Improved governance around approved suppliers
- Consistency of contractor remuneration, awards and roles
- Improved visibility of costs, function, tenure and return on investment of their contingent talent.
Through a centrally managed contingent workforce strategy, they are now making data-driven contractor decisions, as visibility of their workforce has increased considerably.
“With far greater visibility and data about our contingent workforce, we’re more in control, we’ve contained our spend and we’re making better decisions. It means we’re onto a good thing”.
Talent Acquisition Lead, Large Australian Energy Company
CXC can assess your technology to recommend the best solution, whether that’s a VMS or working with what you already have. Contact us to find out how.
