Contingent Workforce Programs at Monsanto: A Story of Program Evolution
Who is Monsanto? Monsanto is a sustainable agriculture company. We deliver agricultural products that support farmers all around the world. We are focused on empowering farmers large & small to produce more from their land while conserving more of our world's natural resources such as water & energy. We do this with our leading seed brands in crops like corn, cotton, oilseeds & fruits & vegetables. We also produce leading in-the-seed trait technologies for farmers, which are aimed at protecting their yield, supporting their on-farm efficiency & reducing their on-farm costs. We strive to make our products available to farmers throughout the world by broadly licensing our seed & trait technologies to other companies. In addition to our seeds & traits business, we also manufacture Roundup & other herbicides used by farmers, consumers & lawn-and-garden professionals. Monsanto could not exist without farmers. They are our customers--the lifeblood of our company. More important, they are the support system of the world's economy, working day in & day out to feed, clothe & provide energy for our world. 2
Global Contingent Workforce - Key Partners & Stakeholders HR Generalists Business Accountability Alignment with Talent & HR Strategies Process & Policy Champions HR Compliance Compliance Strategies Contingency Management Operational Governance & Guidance Workforce Classification Non-Employee Data Privacy HR Technology & IT System Integration & Support System & Process Optimization Reporting & Analytics Technology Solution Identification Legal Enterprise Wide Counsel Risk Management & Mitigation Intelligence Regarding new Government Regulations Procurement Resource & Supplier Sourcing Supplier Strategy Management Supplier Performance Management Contract Management Cost Savings & Avoidance Business Line Supervisors Business Intelligence Process & Compliance Accountability Onboarding & Offboarding Performance Management (w/ Suppliers) Supplier & Program Partner External Suppliers Talent Delivery Talent & Performance Management Market & Industry Intelligence KPI Accountability Cost Management Integrated Partnership 3
The Evolution of Monsanto s Contingent Workforce Programs The Temporary Labor Link (Early Program Model) St. Louis (Corporate) focused Staff Augmentation Only Home grown process support system Owned by Corporate Services Limited connectivity w/ Procurement & HR No formal benchmarking tools or processes Approx $85M in managed spend The Contingent Labor Office (Program Expansion) St. Louis (Corporate) focused w/ improved field site support- U.S. only Staff Augmentation Only VMS implemented U.S. Only (2009) Owned by Corporate Services Improved connectivity w/ Procurement, limited w/hr PeopleTicker implemented (2012) Approx $155M in managed spend Global Contingent Workforce (Global Transformation) Evolutions in technology, operations, partnerships, & strategy Comprehensive global infrastructure with regional programs All contingent worker classifications under management VMS implemented & integrated globally Owned by HR w/ strategic partnership with Procurement Approx $890M in managed spend (estimated) 4
The case for PeopleTicker Before PeopleTicker: Inconsistent & highly manual benchmarking process for contingent rates Ineffective job descriptions No tools or technology available to benchmark contingent rates for a diverse spectrum of skill sets acrosss multiple locations/regions Market rates for talent not competitive with supply & demand Suppliers not enabled to champion Monsanto assignments with candidates Lack of alignment between regular salaries vs. contingent pay rates (hindering talent pipeline development) After PeopleTicker: Able to benchmark contingent rates in real time across all skill sets while incorporating regional/state specific market requirements. Improved job descriptions as a result of benchmarking validations within PeopleTicker Competitive rates that enable suppliers to deliver higher quality candidates Enabled more effective supplier performance management Reduced process cycle times Able to address talent gaps & new talent needs through market data Improved alignment between regular salaries & contingent worker pay rates 5
PeopleTicker as an Enabling Solution Learnings & Best Practices Build strategic business line partnerships to plan for shifts & changes in talent needs/trends Implement & communicate your benchmarking processes & rate governance to stakeholders Communicate your rate strategy with suppliers (ex: balance between cost, quality, & speed) Balance supplier enablement with their accountability for cost management PeopleTicker Helps Us: Maintain competitive rates in real time, mitigate needs RFP adjustments Drive supplier accountability Reduce cost creep Become Contingent Talent Advisors with managers through access to advance data & analytics 6