An  international tier 1 automotive supplier manufacturer in Alabama has a diversity dilemma in their automotive plant. The  manufacturer utilizes contingent labor  to manage their production fluctuations and human resource sub-department.  The existing contingent labor suppliers are unable  to keep up with production schedules and labor demands, therefore escalating  quality problems and lack of diversity strategy in the plant.  The plant had an overwhelming diversity issue and the manufacturer’s management team is looking for solutions to cope with new and emerging problems.

• Created Management Survey to provide feedback regarding current dilemmas with regards to production, quality, and Human Resources issues
• Determined root causes-regarding training, inter-department communication, and lack of resources and investment devoted to recruitment effort.
• Consolidated Multiple Staffing Providers to provide a single point of contact, consolidated invoicing and customized reporting for accounting, procurement, and
• Human Resources
  Developed specialized recruitment plan to address diversity strategy at facility
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• 98 % Transition of existing staffing employees
• Diversity change strategy put in place for all New Orders, resulting in 20% increase in total workforce diversity in less than 30 days of servicing the client.
• Primary supplier environment leads to clear communication of consistent service delivery and customized and timely reporting.
• Management now has the ability to easily and more efficiently keep track of fill rate, turnover, active head count and pending head count allowing them to forecast labor needs
• Time-keeping systems and labor tracking technology (KPI reporting) that is easy to use and works seamlessly with client’s payroll and client’s customer billing requirements.
• Immediate and ongoing improvements in safety, quality and productivity.