HR professionals at many midsized and large firms have been successful enough in their battle to gain influence over their companies' strategic direction that they now need outside help in handling more operational chores.
Many are hungering for help in managing their exponentially growing ranks of contract workers, says Ken Vinge, vice-president, business development, at Bowen Workforce Solutions in Calgary. He says employers embracing the flexibility of contingent workers "want to make contractors feel like a valued part of their workforce."
Entrepreneurs aiming to help employers meet this goal will need know-how in far more than just contract management. They'll also need expertise in tailoring the gamut of HR programs to the needs of contingent workers, such as benefits plans, health and safety training—and even opportunities for advancement during a contract.
Dave Ulrich, a partner at HR consultancy The RBL Group in Provo, Utah, whom HR Magazine calls "the most influential person in HR," points to other areas in which HR departments need outside help. These include creating and auditing high-performance teams, managing projects to boost productivity and using technology to better connect employees.