Navigating the Future of Work: A Financial Institution's Journey to Total Talent Management

A prominent financial institution was experiencing a period of rapid growth, which put a strain on its traditional talent acquisition and management processes. The firm's program for managing its contingent workforce was decentralized and lacked a comprehensive strategy, leading to issues with cost visibility, compliance, and supplier performance. The reliance on fragmented systems and lack of data-driven insights meant the institution was not effectively leveraging its talent ecosystem to meet its aggressive business goals.

Recognizing the need to evolve beyond a siloed approach, the financial institution partnered with KellyOCG to implement a strategic total talent management solution. The partnership began with transforming their existing contingent workforce program into a high-touch managed service provider (MSP) model, which provided a unified platform for managing all non-employee talent.

The solution was then expanded to include:

• Data and Analytics: Leveraging proprietary technology to provide unparalleled market intelligence, spend analysis, and supplier performance data.
• Statement of Work (SOW) Management: Gaining control and visibility over project-based work and external service providers.
• Recruitment Process Outsourcing (RPO): Integrating permanent employee hiring into the total talent strategy for a holistic view of the workforce.

The Impact

The strategic partnership with KellyOCG transformed the firm's talent management from a reactive cost-center function to a proactive, strategic business asset. The results were significant and immediate:

• 800% Year-Over-Year Improvement in Supplier Compliance: The centralized management and data-driven insights drastically improved adherence to regulatory and internal standards.
• 70.1 Program NPS Score: A testament to the enhanced experience for hiring managers, suppliers, and candidates alike.
• Strategic Alignment: The financial institution was able to use the provided data to influence its overall talent category strategy, optimizing supplier relationships and reallocating projects to improve efficiency and performance.
• Holistic Workforce View: By combining contingent and permanent talent data, the firm now has a single, comprehensive view of its entire workforce, enabling smarter decisions about talent deployment and future hiring needs.