Contingent workforce compliance and visibility

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Fragmented workforce management across 30+ industrial sites

Our client in the industrial sector faced ongoing challenges managing its temporary workforce across over 30 industrial sites in France with €80M of spend. This prompted the need for improved compliance, visibility, and strategic workforce planning.

Temporary labour management was fragmented: most hiring managers engaged staffing partners informally, without central oversight, leading to uncontrolled contracts, inconsistent invoicing, and limited process efficiency.

The majority of the temporary workforce consisted of blue-collar roles and reporting across the sites was minimal. Although two VMS systems were in place, they were underutilised and failed to provide reliable data or visibility.

HR challenges included high turnover rates and lack of worker retention. In addition, the client struggled to meet social responsibility objectives—specifically gender diversity, disability inclusion, and reintegration of individuals outside of employment. These targets are tied to legal and CSR obligations in France, with non-compliance resulting in potential financial penalties.

Phased transformation for legal compliance and workforce control

Facing significant legal and operational risks, the client agreed to a strategic, phased transformation — beginning with a comprehensive Purchasing & HR diagnostic. The goal was not just compliance, but to create a centralised, data-led contingent workforce programme that could scale across all French industrial sites.

Step 1: Strategic buy-in & Scope definition

Pontoon secured approval to pilot the MSP programme at four sites with the highest temporary workforce spend — collectively responsible for €20M annually. These locations served as a microcosm of broader operational inefficiencies, including: 

  • Fragmented processes
  • Minimal oversight of contracts or tenure
  • Managers choosing suppliers based on informal relationships

Step 2: On-Site diagnostic & Market benchmarking

Pontoon deployed cross-functional teams to conduct on-site audits, interview stakeholders, and evaluate end-to-end temp worker practices. The diagnostics included interviews with managers and HR leads to map current-state processes, assessments of supplier engagements and contract validation, as well as analysis of crucial data, such as worker tenure, supplier distribution and turnover rates.

This step uncovered systemic issues:

  • Legal risks from temp worker seniority exceeding the 18-month maximum
  • Contractual gaps and invoice inconsistencies
  • Widespread underuse of the dual VMS platforms
  • Absence of structured reporting across the worker lifecycle

Step 3: Target operating model & VMS strategy

With the diagnosis complete, Pontoon presented a future-state MSP model focused on:

  • VMS centralisation (selection of a new, fit-for-purpose platform)
  • Legal compliance through automated tracking of worker tenure and contract cycles
  • Supplier panel rationalisation and onboarding
  • Central entry/exit validation for all temporary workers
  • Clear KPIs for operations, HR, and procurement
  • Alignment to CSR objectives (disability integration, inclusive hiring, reintegration of disadvantaged jobseekers)

Pontoon oversaw the VMS RFP process, recommending a solution based on functionality, scalability, and cost-effectiveness. The chosen platform streamlined compliance, enhanced reporting, and supported real-time workforce visibility.

Driving measurable results through compliance and workforce strategy

The pilot launched in early 2024, with full deployment scheduled in three waves through to 2025. Key early impacts included:

  • Enhanced legal compliance, with clearer ownership of regulatory adherence, reduced litigation risk, resulting in over €4M in cost savings from avoided legal fines
  • Better contract and supplier oversight, including a 10% drop in unauthorised suppliers and 60% improvement in contract control, driving stronger governance and accountability
  • Improved application of purchasing policies, aligned with site-level needs
  • Streamlined interim workforce management, reducing administrative burden and leading to increased operational efficiency and nearly €210K in direct cost savings
  • Improved data accuracy and reporting cadence through VMS optimisation
  • Advancements in workforce diversity, including a 17% increase in female representation and improved inclusion of disabled workers, reflecting progress toward more equitable and inclusive employment practices

The programme’s future goals include:

  • Achieving 50% gender diversity across relevant roles
  • Maintaining zero litigation incidents tied to temporary workforce compliance
  • Ensuring zero use of unauthorised suppliers

Pontoon’s ability to integrate compliance strategy, operational transformation, and people-centric innovation enabled the client to move from risk exposure to programme control. With a structured, co-created rollout and a deep understanding of both French labour law and complex industrial environments, Pontoon became a strategic partner in the client’s workforce evolution.