Onsite Program Manager

Onsite Program Manager

Job Type: Onsite Program Manager (Light Industrial)

Client: Large logistics

Location: Bernville, PA

Onsite Flexibility: 100% onsite

Travel Requirements: Travel might be required to various hiring events in the area

Pay Rate: $20.00 – $30.00 per hour (commensurate with experience).

Onsite Program Manager – Direct Sourcing & Workforce Management

Position Summary

The Onsite Program Manager serves as the primary on-site representative for the staffing partner and is responsible for the successful management of the client's contingent workforce program, including all payrolled associates and direct sourcing initiatives. This role acts as a strategic partner to both the client and talent community, ensuring exceptional service delivery, workforce engagement, operational excellence, and talent acquisition outcomes.

The Onsite Program Manager is responsible for building and maintaining strong client relationships, managing talent pipelines, supporting candidate sourcing, screening activities, workforce onboarding and engagement, driving retention initiatives, and ensuring the overall success of the direct sourcing program. This individual serves as a trusted advisor to hiring managers, contingent workers, and internal leadership while continuously identifying opportunities to improve workforce quality, productivity, and employee experience.

Key Responsibilities

Client Relationship Management

• Serve as the primary point of contact for client stakeholders, hiring managers, HR partners, and workforce leaders.
• Develop and maintain strong working relationships across all levels of the client organization.
• Conduct regular business reviews and workforce planning discussions with client leadership.
• Consult with hiring managers regarding talent market trends, hiring strategies, workforce planning, and talent availability.
• Identify opportunities to enhance service delivery, workforce quality, and program effectiveness.
• Ensure compliance with client policies, workforce procedures, and staffing program requirements.
• Escalate and resolve workforce-related concerns in a timely and professional manner.

Direct Sourcing Program Management

• Support and lead day-to-day operations of the client's direct sourcing program.
• Build and maintain talent communities consisting of pre-qualified candidates for current and future workforce needs.
• Develop proactive sourcing strategies in partnership with technology partner and Curator colleagues to create sustainable talent pipelines.
• Leverage VMS, ATS, and other direct sourcing technologies to engage passive and active talent.
• Execute targeted talent campaigns and nurture candidate relationships through ongoing communication.
• Monitor and improve direct sourcing program metrics, including candidate engagement, conversion rates, quality of hire, and fill rates.
• Partner with recruitment teams to align sourcing strategies with anticipated workforce demand.
• Drive adoption and utilization of direct sourcing channels among hiring managers and stakeholders.

Candidate Sourcing & Recruitment

• Source, identify, and attract qualified candidates through multiple channels including direct sourcing technology, social media, professional networks, referrals, databases, and talent communities.
• Conduct candidate screening interviews to assess qualifications, skills, experience, and cultural fit.
• Evaluate candidate competencies and provide recommendations to hiring managers.
• Manage candidate pipelines and maintain accurate records within recruitment systems.
• Coordinate interviews and facilitate communication between candidates and hiring teams.
• Ensure a positive candidate experience throughout the recruitment process.
• Maintain ongoing engagement with qualified candidates for future opportunities.

Talent Consultant Community Development

• Build and cultivate a robust talent consultant community aligned with the client's recurring hiring needs.
• Develop employee engagement strategies to maintain candidate interest and availability.
• Create and execute talent marketing campaigns, newsletters, and community outreach initiatives.
• Utilize workforce data and hiring trends to identify future talent needs and sourcing opportunities.
• Foster long-term relationships with skilled professionals to support workforce scalability.

Associate Onboarding & Workforce Management

• Manage, support and partner on onboarding processes for all contingent workers and payrolled associates.
• Coordinate pre-employment requirements, orientation, documentation, and system access.
• Ensure all associates receive a positive onboarding experience and understand client expectations.
• Serve as the primary resource for workforce questions, concerns, and support needs.
• Facilitate communication between associates, client stakeholders, and staffing leadership.
• Conduct regular workforce check-ins to assess engagement, satisfaction, and performance.

Employee Relations & Engagement

• Foster a positive work environment for all contingent workers and payrolled associates.
• Address employee relations matters professionally and confidentially.
• Investigate and resolve workplace concerns, conflicts, attendance issues, and performance-related matters.
• Partner with HR and client leadership on workforce-related issues when necessary.
• Develop and implement employee engagement programs designed to improve retention and workforce satisfaction.
• Conduct stay interviews and gather workforce feedback to identify opportunities for improvement.
• Promote workforce recognition initiatives and employee appreciation programs.

Retention & Turnover Management

• Monitor workforce retention metrics and identify trends impacting turnover.
• Develop proactive retention strategies to improve workforce stability.
• Conduct exit interviews and analyze turnover data to identify root causes.
• Partner with client leadership to implement corrective actions that improve workforce retention.
• Create engagement plans for high-risk populations and critical talent segments.
• Measure and report on retention initiatives and workforce outcomes.

Compliance & Risk Management

• Ensure compliance with employment laws, client requirements, and staffing policies.
• Maintain accurate employee records and documentation.
• Support audits and workforce compliance initiatives.
• Monitor contingent workforce eligibility, onboarding requirements, and employment status.
• Ensure adherence to safety protocols and workplace standards.

Qualifications Required

• Bachelor's degree in Human Resources, Business Administration, Management, or related field, or equivalent work experience.
• 3+ years of experience in staffing, recruitment, workforce management, MSP, RPO, direct sourcing, or talent acquisition.
• Experience supporting contingent workforce programs or onsite staffing operations.
• Demonstrated experience in candidate sourcing, recruitment, and talent pipeline development.
• Strong client relationship management and stakeholder engagement skills.
• Experience managing employee relations and workforce engagement initiatives.
• Strong problem-solving, organizational, and communication skills.
• Proficiency with Applicant Tracking Systems (ATS), CRM platforms, and workforce management technologies.

Preferred

• Experience supporting direct sourcing programs.
• Experience with VMS platforms and contingent workforce management.
• Knowledge of workforce analytics and reporting.
• Familiarity with AI-enabled sourcing and talent intelligence tools.
• Experience managing high-volume hiring environments.

Key Competencies

• Relationship Building
• Strategic Workforce Planning
• Talent Acquisition
• Direct Sourcing Expertise
• Employee Relations
• Talent Community Development
• Client Management
• Workforce Analytics
• Stakeholder Influence
• Problem Solving
• Communication & Presentation Skills
• Process Improvement
• Organizational Effectiveness
• Candidate Experience Management
• Retention Strategy Development

Success Metrics

The successful Onsite Program Manager will be measured on:

• Client satisfaction and partnership effectiveness
• Direct sourcing adoption and utilization
• Fill rate and time-to-fill performance
• Candidate quality and hiring manager satisfaction
• Associate retention and engagement
• Reduction in workforce turnover
• Talent community growth and engagement
• Compliance and operational excellence
• Program expansion and continuous improvement initiatives