Extended Workforce Lifecycle Specialist

In this role, you will:

• Manage the entire lifecycle for the current extended workforce, focusing primarily on onboarding but inclusive of extensions and offboarding.
• Collaborate closely with hiring managers, IT, and the HR onboarding team to ensure transparent communications and a seamless onboarding process from start to finish.
• Manage VMS Worker Profiles, including data entry, reconciliation, quality assurance, and accurate report generation.
• Partner with the Governance, Risk, and Compliance team and contingent vendors to ensure onboarding compliance

You might thrive in this role if you:

• 3 - 5 years of extended workforce experience or HR Coordinator experience (on and offboarding)
• Prior experience as an HR Coordinator (preferably onboarding).
• Have experience with Managed Service Providers (MSPs).
• Have experience navigating Applicant Tracking Systems, procurement systems, and shared lifecycle trackers for onboarding, extension, and offboarding purposes.
• Have a strong understanding of extended workforce classification types: W2 employees of a staffing agency or payroll provider, independent contractors, and consultants/vendor workers.
• Have deep knowledge in onboarding and lifecycle management.
• Can anticipate and proactively resolve lifecycle challenges to keep the lifecycle going smoothly.
• Are an effective communicator and thoughtful partner to cross-teams, such as HR, IT, Compliance, and Security.
• Have acute attention to detail while operating in a dynamic, fast-paced environment.

What does a typical day look like?

• Reviewing new onboarding requests
• Managers enter onboarding requests for workers who are associated with vendors like real estate management companies, cafeteria vendors, and legal operations professionals. These workers either need to get a badge, a desk, and a laptop or if they are remote, need their equipment shipped to them.

• As such, the Extended Workforce Program Specialist will review incoming requests to check the start date and make sure that it is realistic (onboarding lead times are one and a half to two weeks), and partner with IT to make sure that everything is well understood.
• Other requests include order changes, extensions, and exits. As such, the Extended Workforce Program Specialist will have to make sure that the necessary actions are taken to ensure that these actions.

Other duties:

• The Extended Workforce Program Specialist will also audit end dates and follow up with managers to find out whether the manager wants to extend the work.
• If a worker's end date has elapsed and there has been no response from the manager, the Extended Workforce Program Specialist will follow up with the manager's manager to get a status update
• Partnering with the program team to escalate items that are not moving forward.
• Auditing onboarding compliance. For example, each person who is onboarded needs to do two onboarding trainings. The Extended Workforce Program Specialist will check our compliance database and follow up with the new hires to make sure that they take action.
• Badge and systems audits. The Extended Workforce Program Specialist will partner with Security and IT to ensure that anyone who has a badge is still on assignment and anyone who has a laptop and systems access is still active.

Qualities Needed for the Extended Workforce Program Specialist

• A bias for action.
• Being able to move a process along with force, but also with diplomacy and tact.
• The ability to look for patterns and identify opportunities to make a process better.
• What kind of training will the ideal candidate get?
• The supervisor for this role is currently doing the above and there will be comprehensive training and support. The ideal candidate will be working in an environment of motivated, fun people who love what they do.