Recruitment coordination and Account management

1. The person should be an enabler and a face ofthere to represent in all meetings and discussions with procurement team and if needed with business as well.

a. Meetings all to be related with sourcing and the status.

2. Once the JP ID is created by CWP and shared with team, the enabler ensure we have profile submission.

3. Th enabler, to work with the CWP team members

a. To get the slots

b. To co-ordinate the interviews

c. To follow up for feedback

d. Facilitate the associates while they come there for Onboarding (just to give them info on what needs to be done and where to go)

e. To give details to the procurement team when asked like,

i. How many profiles submitted

ii. How many positions closed

iii. How many interviews in pipeline

iv. What is the MI for certain skills

v. What are the challenges etc.

More details:

1. Recruitment Support

Coordinate end-to-end hiring for contingent workforce: requisition intake, sourcing, screening, interviews, and onboarding.

Liaise between client hiring managers and staffing agencies to ensure timely and quality candidate submissions.

Ensure compliance with client hiring policies, background checks, onboarding documents, and timelines.

Manage job postings and requisition approvals in VMS (Vendor Management System) tools (e.g., Fieldglass).

Conduct regular check-ins with CWP Team to understand current and future staffing needs.

2. Operational Support

Monitor contingent workforce lifecycle: onboarding, contract extensions, offboarding.

Maintain accurate headcount reports, worker status updates, and assignment details in VMS tools.

Facilitate orientation and induction sessions for new contractors.

Coordinate with security/IT/admin teams to ensure timely provisioning of assets and access.

Track contractor performance, attendance, timesheets, and ensure timesheet approvals.

Support invoice reconciliation and address billing discrepancies with vendors or client.

3. Compliance & Governance

Ensure adherence to labor laws, client compliance guidelines, and vendor contractual obligations.

Audit contractor files, onboarding documentation, and work permits if applicable.

Report violations or risks (e.g., co-employment risks, tenure violations) to client PMO.

4. Relationship Management

Act as the first point of contact on contingent workforce matters.

Build and maintain positive relationships with stakeholders.

Provide feedback to suppliers on candidate quality and performance.

5. Reporting & Analytics

Provide real-time dashboards and regular reports (e.g., headcount, aging requisitions, fill ratios).

Analyze trends in hiring, attrition, and contractor performance.

Participate in QBRs (Quarterly Business Reviews) with vendors and clients.