HR Sourcing Analyst - ll

As an HR Sourcing Analyst - II, you'll play a crucial role in governance, compliance management, and spend management for our contingent workforce. This includes gathering data, generating compliance reports, analyzing workforce spend to identify areas for cost-saving, and documenting project processes.

To qualify for the HR Sourcing Analyst - II position, you need to have 4-5 years of experience in a role related to project coordination or analysis within contingent workforce management, HR, or procurement. Additionally, strong knowledge of contingent labor laws and familiarity with VMS systems like Fieldglass or Beeline are essential.

The HR Sourcing Analyst - II role is integral to the contingent workforce management process by analyzing metrics, ensuring compliance with labor laws, and identifying cost-saving opportunities through thorough data analysis and reporting.

As an HR Sourcing Analyst - II, you will be working with Vendor Management Systems (VMS) such as Fieldglass and Beeline, along with various data analysis and reporting tools to support your analysis of contingent workforce metrics.

Key skills to highlight include strong analytical abilities, project coordination experience, familiarity with contingent labor laws, effective communication skills, and proficiency in VMS systems like Fieldglass or Beeline.

Make sure to outline your previous roles where you managed contingent resources, emphasizing any specific metrics you tracked, compliance reports you handled, or cost-saving initiatives you implemented.

Discuss your process for gathering data, researching relevant labor laws, and the steps you take to ensure that the reports you generate are accurate and compliant with all legal requirements.

Be specific about your experience with systems like Fieldglass or Beeline. Share particular tasks you accomplished using these tools, such as managing suppliers, tracking labor spend, or generating compliance reports.

Provide a concrete example where your analysis led to a successful reduction in costs, detailing the steps you took to identify the opportunity and how you presented your findings to stakeholders.

Discuss your strategy for maintaining open lines of communication, how you conduct meetings, and the tools you use to keep project stakeholders updated and engaged throughout the project's lifecycle.

Highlight key performance indicators (KPIs) that you track, such as fill rates, compliance rates, spend analysis, and how you utilize these metrics to inform your decision-making.

Select a project that presented unique challenges. Focus on your problem-solving methods, collaboration with others, and the innovative solutions you developed to keep the project on track.

Mention resources such as industry publications, professional networks, or training courses that you utilize to stay informed about the latest labor legislation relevant to the contingent workforce.

Describe the steps you take from data collection to analysis and report generation, and how you ensure data accuracy and actionable insights in your reporting.

Discuss how effective governance ensures compliance, manages risks, and helps organizations to maximize the value derived from their contingent workforce while minimizing legal pitfalls.