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Why Settle for a Good Contingent Workforce Program When Yours Could be Great?
Getting the most from your contingent workforce program often starts with an assessment of your specific situation, moves to defining the strategic direction, ensuring that the business case is approved, and designing an approach to optimization. Then thinking turns to doing.
Is there an ideal or optimal mix for our workforce?
Is there a hidden source of cost inefficiencies in our CW program?
Is our rate card competitive and does it reflect dynamic market conditions?
Brightfield Optimization Services
Analyzing current and recommending a future workforce mix across talent types (employees, temporaries, Statement of Work (SOW) services, outsourced services) by weighing the relative costs, risks, and speed of each talent type.
Gathering insight to inform sourcing requirements, developing a strategy based on current and future needs, creating defensible evaluation methodologies, selecting an MSP and/or VMS, and assisting with contract negotiations.
RATE CARD & TAXONOMY
Creating a cohesive strategy for establishing and managing contingent labor rates, including job title taxonomy, rate card fitness and structure, and enforcement of policies.
CWM PROGRAM & TECHNOLOGY OPTIMIZATION
Assessing vendor management solutions (VMS) process configurations to evaluate existing processes, policies, technologies, and user experiences to identify gaps in the current model and pinpoint areas of opportunity.
IMPLEMENTATION SUPPORT & STABLIZATION
Assisting in the implementation of a new contingent workforce solution, or to optimize or expand an existing program, from detailed project plans to supplier engagement, business, functional and technical requirements gathering, communication and change management, and training plans.
REPORTING & ANALYTICS
Defining comprehensive management reporting and operational analytics strategies based on internal information and market benchmarks that provide insights delivered in executive reports and dashboards, managerial reporting, operational reports, and more.
Savings soar to 50M
USD for aerospace firm based on Brightfield taxonomy analysis and recommendations
Aerospace & defense company with 2B USD in temp labor and SOW spend under management
500+ job titles and more than 2500 levels across professional and non-professional skills.
High degree of overlap between levels within job titles were inflating contractor pay rates
Brightfield performed a detailed analysis of taxonomy and updated titles, level and descriptions
Identified areas of cost saving opportunity; designed and implemented rate model
50M USD in projected savings by utilizing a new rate model