Sr External Workforce Manager

About the role

Partner with hiring managers to advise, educate, and influence on a wide range of external workforce activities and issues.
Provide life cycle support for external workers including needs assessment, sourcing recommendations, and off-boarding.
Manage day-to-day operational and vendor management functions.
Main POC for Beeline reporting and supplier onboarding, training, and questions.
Engage and oversee vendor partners in sourcing candidates for open positions and serve as the point of contact for hiring managers and vendors for assigned requisitions, including negotiating and extending offers.
Onboard new suppliers to vendor management system (VMS) Beeline.
Serve as the point of contact for external workforce administration processes and technical support. Provide vendors with guidance, governance, and issue resolution.
Partner with IT vendor management office for statement of work and information for technical contracts and competitive sourcing.
Manage internal/external worker resourcing and utilization, advise on hiring needs, manage assignment lifecycle, deploy talent and serve as the liaison between hiring managers and internal/external workers.
Ensure program SLAs are met through metrics, reporting and operational oversight and supervision.
Serve as subject matter expert on external workforce solutions, processes, and co-employment issues.
Provide training and support to team members as needed.

Responsibilities

• Partner with hiring managers to advise, educate, and influence on a wide range of external workforce activities and issues.
• Provide life cycle support for external workers including needs assessment, sourcing recommendations, and off-boarding.
• Manage day-to-day operational and vendor management functions.
• Main POC for Beeline reporting and supplier onboarding, training, and questions.
• Engage and oversee vendor partners in sourcing candidates for open positions and serve as the point of contact for hiring managers and vendors for assigned requisitions, including negotiating and extending offers.
• Onboard new suppliers to vendor management system (VMS) Beeline.
• Serve as the point of contact for external workforce administration processes and technical support. Provide vendors with guidance, governance, and issue resolution.
• Partner with IT vendor management office for statement of work and information for technical contracts and competitive sourcing.
• Manage internal/external worker resourcing and utilization, advise on hiring needs, manage assignment lifecycle, deploy talent and serve as the liaison between hiring managers and internal/external workers.
• Ensure program SLAs are met through metrics, reporting and operational oversight and supervision.
• Serve as subject matter expert on external workforce solutions, processes, and co-employment issues.
• Provide training and support to team members as needed.

Qualifications

• Bachelor’s degree in a business field or equivalent experience.
• Five years of external workforce program experience, vendor management, or recruiting support for VMS/MSP.
• Thorough understanding of vendor management tools as an administrator, preferably Beeline.
• Experience with ticketing related systems (e.g. CLM, Workday, ServiceNow) and understanding of user roles, permissions, workflows, and troubleshooting.
• Excellent written and oral communication skills to conduct needs assessments, convey information, and promote recommended solutions.
• Excellent interpersonal skills to collaborate and build strategic relationships with associates at all levels.
• Ability to think strategically and collaboratively to influence and support the External Workforce strategy.
• Ability to think critically and use a broad range of complex information to identify recommendations and solutions.
• Results oriented and the ability to lead, direct and influence key stakeholders.
• Project management and problem-solving skills to facilitate timely completion of projects.
• Proficiency using MS Excel.

Preferred Qualifications

• SAP tools such as Ariba or related.
• Strong team player with hands-on, can-do attitude.
• Strong problem solving and thinking outside the box.
• Experience with employment law including FLSA, employment classification, IC compliance and immigration.

Pay

The Salary for this position generally ranges between $76,000 - $101,000 annually. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.

Schedule

This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed.

Benefits

For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees. Compensation Benefits Competitive Pay Bonus for Eligible Employees Benefits Package Pension Plan 401k MatchEmployee Stock Purchase PlanTuition ReimbursementDisability InsuranceMedical InsuranceDental InsuranceVision InsuranceEmployee DiscountsCareer Training & Development Opportunities Health and Work/Life Balance Benefits Paid Time Off starting at 160 hours annually for employees in their first year of service.Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.Adoption AssistanceEmployee Assistance ProgramBack-Up Care ProgramPTO for Volunteer HoursEmployee Matching Gifts ProgramEmployee Resource GroupsInclusion and Diversity ProgramsEmployee Recognition ProgramReferral Bonus Programs Inclusion & Diversity We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women. To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all. Giving Back We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work. Transamerica’s Parent Company Aegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has grown into an international company serving more than 23.9 million people across the globe.* It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity. As of December 31, 2023