Dahlia Mughrabi launched Marathon Oil Corp.’s contingent workforce program in 2018 by driving critical conversations around the lack of HR governance and workforce and spend visibility. Mughrabi worked with the HR and supply chain departments to develop a program that enabled holistic workforce planning, vendor/rate management, risk mitigation and an adaptable program fit for a changing environment. “Getting buy-in from senior leadership to transform the contingent program from a lightly managed category to a fully managed program was a huge win,” she says proudly.  

The program’s implementation before the chaos of Covid-19 enabled Marathon to act quickly. “We made sure vendors had pandemic response plans in place and could support the activity that remained,” Mughrabi explains. Unfortunately, the pandemic took its toll on the oil and gas industry, and the company’s contingent workforce was cut by approximately 70%.

However, Mughrabi sees a bright future ahead, and she predicts that there will be a focus on having a refined supply base that is financially viable. “Suppliers that are strategic in how they are sourcing the right talent considering the overabundance of people on the market will thrive.” She adds that there is plenty of opportunity in the contingent space, and now is the right time to begin redefining contingent programs and updating policies and practices that may have supported the traditional models that existed before.

In August, Mughrabi joined Equinix as procurement program manager.