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In your company annual accounts, when reporting headcount do you include the number of hourly paid temps and Day Rate Contractors (DRCs) in your headcount numbers?

We include both Temps and DRCs

We only include Temps

We only include DRCs

We don't report Temps or DRCs

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As federal labor laws and policy compliance shifts under the new Trump administration, how has your HR department adapted its structure to manage regulatory uncertainty?

I am looking for some benchmarking across industries. I’d love to better understand how Learning and Talent Organizations are designed across your organizations?  Specifically, I hope you can share: -Practice areas included in your structure (or on a roadmap to “fold in”). For example, do you have TA, diversity and inclusion, workforce analytics, etc.? What’s in and what’s the rationale for the design? -How big is your team? Full size/number of directs as well. How much of your COE is central and under COE leadership vs. embedded in the businesses or functions, where they may report into functional/regional HR business partners vs. into you/your team? -Where have you/will you migrate work to a shared services model? What are your design criteria for thinking about how to do this/what’s in scope? 

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