Onsite Manager

Eastridge Workforce Solutions•Boca Raton, FL

3d•$70,000 - $75,000•Onsite

About The Position

The Onsite Manager serves as the primary onsite partner to a client and its temporary workforce, overseeing day-to-day operations for a high-volume contingent workforce. The role covers employee relations, onboarding and compliance, client relationship management, operational execution, and recruiting support. As the account grows, the manager develops processes, promotes operational excellence, and builds trusted partnerships with client leadership. The position is based onsite in Boca Raton, Florida, and includes approximately 10% local travel.

Requirements

At least 3 years of experience in staffing, workforce management, onsite account management, branch operations, or a related client-facing operations role.
Staffing and/or recruiting experience, preferably supporting temporary or contingent workforces.
Ability to build and maintain strong relationships with clients, hiring managers, and internal stakeholders and establish effective partnerships across organizational levels.
Experience managing employee onboarding, compliance, and workforce administration.
Ability to manage multiple priorities and deadlines in a fast-paced, high-volume environment.
Strong verbal and written communication skills for one-on-one and group settings.
Strong organizational, analytical, and problem-solving skills.
Ability to work independently, prioritize workload, and collaborate across teams.
Ability to manage and resolve complex client situations with professionalism and sound judgment.
Comfort working onsite full-time and partnering directly with client leadership.

Nice To Haves

Experience supporting high-volume hourly or contingent workforces; 75 or more associates preferred.
Previous onsite staffing, MSP, RPO, strategic account management, or branch management experience.
Experience managing employee relations, attendance, performance coaching, and workplace concerns.
Experience developing or improving operational processes, workflows, or best practices.
Experience in a metrics-driven environment with responsibility for KPIs, service levels, and compliance.
Previous leadership or people-management experience, including coaching or mentoring team members.
Willingness to travel occasionally for training or business needs.

Responsibilities

Build and maintain strong partnerships with the client and hiring managers, providing guidance on program processes, policies, guidelines, and next steps.
Serve as the main contact for hiring managers’ questions about the program, including general program and system support, and escalate issues as appropriate.
Support hiring managers with contingent worker extensions and breaks in service through a manual process; manage, track, and report exceptions using a cloud-based system and G-Suite.
Build trusted relationships with client leadership and identify opportunities to improve workforce performance, operational efficiency, and employee experience.
Partner with internal recruiting teams and support recruiting activities as needed to achieve hiring goals and weekly start classes.
Create sourcing strategies tailored to each requisition.
Conduct candidate interviews in person, via Skype, or via FaceTime.
Develop relationships and business partnerships with hiring managers.
Manage and communicate daily attendance, absences, illnesses, work-related injuries, and requisition management.
Implement and maintain the timekeeping system.
Ensure managers understand and follow contingent workforce program policies and requirements; monitor program activities and mitigate compliance issues.
Ensure onboarding activities, I-9 documentation, background checks, and other compliance requirements are completed accurately and on time.
Facilitate timely onboarding by explaining requirements and processes and responding to managers’ questions.
Address operational issues, reporting and escalating them to the program manager as needed.
Develop and implement scalable processes and best practices for a growing contingent workforce while maintaining compliance and operational consistency.
Conduct or participate in bi-monthly status meetings with managers to survey client perceptions of service, identify opportunities, and create efficiencies.
Address employee questions and concerns.
Assist with exit interviews and quality-control checks.
Facilitate employee transfers between departments or shifts.
Help ensure contingent employees follow Oasis policies and procedures.