CASE STUDY

CTH IMPLEMENTATION

At Delta Global, we excel in helping industry leaders tackle their most pressing workforce challenges. This case study highlights our collaboration with a Fortune 500 global corporate real estate company to implement the Contingent Talent Hub (CTH). By streamlining contingent workforce management, we addressed inefficiencies, improved compliance, and reduced costs. Our comprehensive change management approach ensured a seamless transition to a centralized system, empowering the client to navigate complex labor needs with confidence and control.

Background:
A Fortune 500 global corporate real estate company faced significant challenges in managing its annual contingent workforce spend. The organization experienced spend fragmentation and a lack of data transparency across geographies. The absence of clear control mechanisms resulted in inefficiencies in managing contingent labor costs and quality, making centralized oversight increasingly critical due to the complex and fluctuating nature of contingent labor needs.

Business Need:

The company required a streamlined, efficient system to manage its contingent workforce. This solution needed to provide better oversight, cost management, and compliance with regulatory standards. Additionally, the system had to deliver comprehensive data insights and control over the contingent labor process, from hiring to offboarding, across all operating regions.

Solution:

Delta Global supported the development and implementation of the Contingent Talent Hub (CTH), a centralized system to manage all aspects of contingent labor. Key components included:

  • Implementation of a Vendor Management System (VMS): This enabled transparency and informed decision-making regarding contingent labor usage and strategy.

  • Partnership with a Managed Service Provider (MSP): To oversee daily management of contingent hiring strategies, ensuring consistency and quality across geographies.

Change Management Support:

  • Robust Training and Support: Tailored training sessions for HR and hiring managers ensured a smooth transition to the new system, addressing regional and functional needs, and supplemented by resources in the internal repository.

  • Strategic Communications: A proactive communication strategy included leadership briefings, regional re-socializations, and ongoing updates via global manager platforms to keep stakeholders informed and engaged.

  • Engagement and Compliance: Collaboration with COOs and HR partners championed program adoption across regions, ensuring compliance and integration into the operational framework.

Outcome:

The Contingent Talent Hub provided the Fortune 500 client with a consistent approach to managing contingent labor, significantly enhancing operational efficiency, regulatory compliance, and cost control. Integration with Workday streamlined talent management processes, while the dedicated support system ensured that HR professionals and managers were equipped to manage the contingent workforce effectively. This implementation highlights the transformative impact of a centralized and well-supported workforce management system.