Contingent Workforce Management — The Human Collaborative - Talent Advisory and Strategy Operations

Contingent Workforce

We help organisations unlock the full potential of their extended workforce — balancing flexibility, compliance, control, and cost. From strategy and operating model design to vendor governance and risk management, we ensure contingent talent is managed effectively to provide access to the right skills and the agility to scale for business peaks and troughs.

We work with companies to define and manage their contingent workforce categories — including contractors, service workers, independent consultants, and service providers — ensuring clarity, compliance, and fit-for-purpose engagement models.

Our focus is on optimising cost and performance, mitigating workforce-related risks, activating an efficient and compliant supply chain, and delivering a high-quality experience for hiring managers, suppliers, and contingent workers alike.

Check out our Contingent Workforce Case Studies, for some examples of how we could help you. Optus 2o25, Optus 2024, Energy Company.

Contingent Workforce Strategy

A strong Contingent Workforce (CWF) Strategy enables organisations to access the right skills, manage risk, and control costs across all non-permanent worker types.

Today’s workforce includes contractors, independent consultants, service providers, and Statements of Work (SoW) engagements — each requiring clear governance.

Without an integrated strategy, organisations face rising costs, compliance gaps, and inconsistent quality. A well-designed CWF Strategy provides structure and visibility across all categories, aligning contingent talent with business goals and building the agility to scale as priorities shift.

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Operating Model Design

An effective CWF Strategy depends on the right operating model — defining how contingent talent is sourced, managed, and governed, whether in-house or through a Managed Service Provider (MSP).

In-house models provide control and cultural alignment, while outsourced models bring expertise, technology, and scalability. The key is to align the model to organisational goals, balancing agility, control, and cost efficiency.

A clear operating model ensures accountability, visibility, and long-term performance.

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Business partners discussing possible solutions

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Maturity Model & Continuous Improvement

A strong CWF function evolves with business needs. A maturity model helps assess current capability — from tactical management to integrated, data-driven operations — and define a roadmap for growth.

Embedding continuous improvement ensures the program adapts through performance insights, supplier feedback, and process refinement. Over time, this drives greater efficiency, compliance, and strategic value from your extended workforce.

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Supplier & Partner Management

A strong CWF function evolves with business needs. A maturity model helps assess current capability — from tactical management to integrated, data-driven operations — and define a roadmap for growth.

Embedding continuous improvement ensures the program adapts through performance insights, supplier feedback, and process refinement. Over time, this drives greater efficiency, compliance, and strategic value from your extended workforce.

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Technology Ecosystem

Technology is the backbone of a modern contingent workforce program. The right ecosystem connects sourcing, onboarding, invoicing, and performance — providing visibility across all worker types and automating key processes.

Whether through a VMS, HRIS extension, or tailored solution, the aim is to create a single source of truth for contingent labour. A well-integrated system enhances compliance, improves decision-making, and gives leaders real-time insight into cost and performance.

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