Case study

Central visibility on a fragmented contingent workforce.

How a global commercial real estate services firm centralized contingent labor management across regions and vendors, replacing fragmented spend with a single system of record.

Commercial real estateGlobal rolloutDelta led change management for HR teams, hiring managers, and vendor relationships.

The situation.

The client was managing a large, fluctuating contingent workforce across multiple regions and vendor relationships, and the spend was fragmenting faster than the controls could catch up. Data transparency was low. Control mechanisms were absent. Cost and quality management suffered as a result. The status quo was becoming operationally and financially unsustainable.

The organization needed a centralized system that could manage every aspect of contingent labor across regions, vendors, and functions, with the governance to make the visibility actionable.

What we did.

Delta supported the development and implementation of a centralized contingent talent management platform, standing up a Vendor Management System paired with a Managed Service Provider partnership to oversee day-to-day hiring operations.

Role-specific training. Sessions built for HR teams and hiring managers, calibrated to regional and functional variations. Job aids and supplemental resources built into the internal repository for ongoing reference.

Proactive communications strategy. Leadership briefings, regional re-socializations, and global manager platform updates delivered on a rhythm, not a launch-and-hope basis.

Executive collaboration. Direct work with regional COOs and HR partners to champion program adoption in each geography, so the rollout had visible senior sponsorship in every region.

Stakeholder and impact assessments. Change planning grounded in real assessments of who would be affected and how, rather than assumptions.

Delta ensured a smooth transition to the new centralized system, equipping teams to navigate complex labor needs with confidence and control.

What changed.

Single standardized approach

to contingent workforce management across every geography, replacing fragmented regional practices.

Real visibility into contingent spend

across regions and vendors, enabling effective cost management and regulatory compliance.

Integration with the existing HR infrastructure connected contingent talent processes into Workday, reducing duplication and improving data quality. HR professionals and hiring managers were equipped from day one to manage the contingent workforce effectively, rather than learning on the job through the transition.

Delta capabilities on this engagement.

Organizational Change ManagementHR transformationStrategic communicationsStakeholder engagement