Workforce Strategy for Global Staffing

My contact had recently transitioned into a newly created Vice President Talent Solutions Consulting role at am Enterprise Global Staffing & Recruiting Company, moving from a successful background as an Enterprise Sales VP in workforce consulting and advisory services. His mandate was broad and ambitious: to shape and drive how the organizations internal and external teams could help organizations build and sustain high-performing, adaptable teams amid a rapidly evolving business environment. 

Key focus areas included:

• Organizational Effectiveness: Aligning company structures, leadership, and talent practices with evolving business goals
• Talent Transformation: Modernizing outdated talent acquisition and retention practices
• Change Management: Guiding clients through complex organizational shifts
• Talent Strategy: Developing comprehensive approaches for attraction, retention, and development of top talent
• Talent Sustainability: Balancing immediate business demands with long-term workforce stability
• Strategy Consulting: Providing high-level advisory on human capital management

Vice President Talent Solutions Consulting needed to develop scalable frameworks and workstreams to accelerate change initiatives internally and for clients, while simultaneously optimizing the organizations sales pursuit strategy to win new business in a competitive market.

I partnered with Vice President Talent Solutions Consulting to help him define, scope, and structure multiple strategic workstreams focused on transforming talent solutions delivery and sales execution, throughout, I coached the VP on how to lead and influence cross-functional teams, manage stakeholder expectations, and secure executive buy-in, integrating these practices into Global Staffing & Recruiting’s culture and client engagements. Including:

Strategic Initiatives Identification: Created a prioritized list of ‘Big Rocks’ — major ongoing initiatives and identified critical pain points or capability gaps across talent and sales operations.

Existing State Analysis: Conducted comprehensive reviews of the organization existing business documentation including Operating Manuals, Org Charts with role/skill mapping, Business Process Models, SLAs, Market & Supplier Analyses, Pricing Models, and Corporate Culture elements.

Pipeline & Pricing Review: Analyzed the deal pipeline, pricing strategies, and delivery models to ensure alignment with new strategic goals.

Pilot Process Development: Designed a pilot workshop process to ideate and validate new strategies with internal stakeholders and key clients.

Strategy Mapping: Developed a detailed Strategy Map linking program vision, strategic objectives, KPIs, and monthly/quarterly targets, aligned to the pilot and scaling workstreams.

Scope & Roadmap Definition: Created scope statements for each workstream, including vision statements, milestones, schedules, assumptions, and definitions. Established a high-level 100-day plan with prioritized deliverables.

Complex Change Management: Designed processes to manage complex dependencies between initiatives, focusing on intangible deliverables such as decision-making and communication flows.

This engagement positioned them to better meet the complex talent needs of modern organizations and enhanced the Vice Presidents impact as a transformative talent solutions leader.

• Accelerated Strategy Execution: Vice President Talent Solutions Consulting and his teams adopted the newly defined frameworks and pilot processes to rapidly scale key talent transformation and organizational effectiveness initiatives both internally and for clients.
• Enhanced Sales Pursuit Effectiveness: With improved pipeline analysis and pricing models, Global Staffing & Recruiting sharpened its value proposition and tailored solutions, resulting in a higher win rate on strategic accounts.
• Increased Client Engagement: The strategic initiatives enabled the organization to better guide clients through change management and talent sustainability challenges, deepening relationships and expanding consulting engagements.
• Operational Alignment: Clear scope and roadmap documents created alignment across internal teams, improving delivery consistency and accelerating time-to-value for clients.
• Leadership Empowerment: Vice President Talent Solutions Consulting successfully transitioned into his VP role with a clear vision, actionable strategies, and tools that positioned him as a trusted advisor within the organization and to external clients.