Reimagining The Workforce Of The Future.
THE CHALLENGE:
The workforce is changing fast. Within 15 years, it’s expected that nearly half of all professionals will reject full-time employment. For organizations like Omnicom—currently built on time-and-materials models—that shift could be disruptive, even devastating.
THE CHALLENGE:
The workforce is changing fast. Within 15 years, it’s expected that nearly half of all professionals will reject full-time employment. For organizations like Omnicom—currently built on time-and-materials models—that shift could be disruptive, even devastating.
The challenge: how do you transform best and brightest part-time talent into lasting long-term, strategic assets for the business?
THE SOLUTION:
Difference Makers is a network-wide innovation program within Omnicom’s DAS Group, designed to surface bold, bottom-up ideas from across 200+ companies and route them directly to senior leadership. The 2024 cohort began with ~220 participants and, through successive rounds, narrowed to nine finalists.
I entered as an individual contributor and advanced to the finals with OmniFlex: a hybrid workforce model and internal talent marketplace blending full-time employees with vetted, limited-time professionals. OmniFlex wasn’t just an HR initiative—it was a business transformation concept, designed to:
- Reimagine how Omnicom attracts and retains talent
- Provide flexible, on-demand access to top professionals
- Transform the workforce to maximize both agility and profitability
THE SOLUTION:
Difference Makers is a network-wide innovation program within Omnicom’s DAS Group, designed to surface bold, bottom-up ideas from across 200+ companies and route them directly to senior leadership. The 2024 cohort began with ~220 participants and, through successive rounds, narrowed to nine finalists.
I entered as an individual contributor and advanced to the finals with OmniFlex: a hybrid workforce model and internal talent marketplace blending full-time employees with vetted, limited-time professionals. OmniFlex wasn’t just an HR initiative—it was a business transformation concept, designed to:
- Reimagine how Omnicom attracts and retains talent
- Provide flexible, on-demand access to top professionals
- Transform the workforce to maximize both agility and profitability
THE IMPACT:
The OmniFlex proposal gained strong traction after my presentation in New York:
- Secured sponsorship from four senior leaders, including the COO of Omnicom and two CEOs
- Tasked with developing a pilot program to validate and scale the model
- Partnered with the Deputy Chief Legal Counsel and other executives to build governance and compliance frameworks
I’m now finalizing a thought leadership brief for Omnicom’s senior leadership, outlining the framework, pilot design, and business case needed to move OmniFlex from concept to implementation.
THE IMPACT:
The OmniFlex proposal gained strong traction after my presentation in New York:
- Secured sponsorship from four senior leaders, including the COO of Omnicom and two CEOs
- Tasked with developing a pilot program to validate and scale the model
- Partnered with the Deputy Chief Legal Counsel and other executives to build governance and compliance frameworks
I’m now finalizing a thought leadership brief for Omnicom’s senior leadership, outlining the framework, pilot design, and business case needed to move OmniFlex from concept to implementation.
WHY IT MATTERS:
The future of work is fluid. Talent will flow in and out of organizations, and those organizations who adapt will lead. OmniFlex positions Omnicom to embrace this reality—treating flexibility not as a liability, but as a competitive advantage.
It’s a model that empowers people to work differently while ensuring the business stays profitable, resilient, and ready for what’s next.