Contingent Workforce Staffing Consultant

Kelly Education•Troy, MI

22d•$51,300 - $68,400

About The Position

The Contingent Workforce Staffing Consultant serves as a strategic workforce advisor supporting contingent labor programs. The role partners with hiring managers, suppliers, recruiting teams, HR, Finance, Security, and other stakeholders to manage the full lifecycle of contingent workers—from workforce planning and requisition creation through onboarding, assignment management, reporting, invoicing, and offboarding. This customer-facing position requires operational ownership, workforce management expertise, and the ability to independently manage competing priorities in a fast-paced environment. Success calls for excellent judgment, attention to detail, process discipline, strong communication, and proactive issue resolution.

Requirements

3+ years of experience in MSP, contingent workforce management, staffing, recruiting, HR operations, workforce administration, or customer service.
Experience supporting hiring managers, suppliers, and recruiting teams in a customer-facing environment.
Experience managing requisitions, onboarding, workforce reporting, interviews, work orders, payroll issues, and operational escalations.
Strong experience managing multiple priorities in a deadline-driven environment.
Demonstrated ability to work independently with minimal supervision.
Strong customer service and stakeholder management skills.
Excellent verbal and written communication skills.
Strong analytical and problem-solving abilities.
Exceptional attention to detail and process discipline.
Ability to investigate root causes and drive issues to resolution.
Advanced Microsoft Office and Google Workspace skills.
Ability to learn and navigate workforce technology platforms quickly.

Nice To Haves

Fieldglass experience, including job posting management, work orders, worker lifecycle management, reporting, and administrative functions.
Experience supporting large, complex MSP programs.
Experience with supplier performance management and workforce planning.
Experience conducting market rate analysis and consultative workforce discussions.
Bachelor's degree in Business, Human Resources, Supply Chain, Operations, or a related field; equivalent work experience will be considered.

Responsibilities

Conduct intake meetings with hiring managers to assess workforce needs and determine sourcing strategies.
Partner with hiring managers to define job requirements, interview processes, onboarding expectations, and hiring timelines.
Create and manage job postings, work orders, onboarding activities, extensions, conversions, and assignment ends.
Coordinate orientations, start dates, interviews, badges, system access requests, and worker onboarding.
Maintain workforce tracking documents, hiring plans, headcount reports, ramp projections, and scheduled start reports.
Monitor requisitions, candidate pipelines, and work orders daily to ensure SLA compliance and timely fulfillment.
Review resumes and shortlist qualified candidates based on business requirements and market conditions.
Conduct market rate analysis and advise on labor market trends, candidate availability, and compensation competitiveness.
Support contingent worker payroll activities, timesheet corrections, expense processing, invoice research, TSR processing, and billing issue resolution.
Serve as the primary point of contact for hiring managers and provide consultative workforce guidance.
Build relationships with suppliers, recruiting teams, site leadership, HR, Procurement, Finance, Security, and operational stakeholders.
Lead customer conversations about workforce planning, hiring strategies, onboarding, workforce trends, and service delivery.
Facilitate hiring manager, supplier, and operational meetings to address hiring needs and workforce challenges.
Communicate proactively about hiring progress, candidate status, onboarding activities, workforce changes, and operational risks.
Respond to stakeholder inquiries urgently while maintaining accuracy and attention to detail.
Partner with suppliers to drive candidate quality, onboarding timeliness, attendance management, and assignment success.
Monitor supplier performance and escalate issues when service levels are not met.
Resolve supplier escalations, onboarding challenges, attendance issues, interview scheduling conflicts, and work order discrepancies.
Participate in supplier reviews, scorecards, business reviews, and continuous improvement initiatives.
Ensure hiring managers receive timely feedback and updates about candidate pipelines and hiring activities.
Ensure workforce management activities comply with client requirements, contingent labor policies, onboarding requirements, and governance standards.
Maintain accurate worker data, work orders, labor classifications, job posting information, and workforce records in approved systems.
Apply co-employment mitigation practices when communicating with suppliers, workers, and hiring managers.
Support onboarding, access management, worker extensions, tenure reviews, conversions, and worker offboarding.
Conduct daily and weekly operational audits to ensure workforce data accuracy and identify service delivery risks.
Develop proficiency in Fieldglass, ServiceNow, Helix, Google Workspace, reporting tools, and workforce management systems.
Maintain workforce reports, onboarding trackers, hiring plans, and operational dashboards.
Analyze workforce data to identify trends, risks, opportunities, and continuous improvement initiatives.
Use technology to improve service delivery, reporting accuracy, and stakeholder visibility.