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Our end-to-end advanced direct sourcing solution activates your employer brand and EVP to attract, curate and engage talent communities for repeatable hiring needs.
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Our vendor neutral contingent workforce management solutions remove workforce challenges​ ​and simplifying working at scale.
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Our Statement of work management solution leverages our powerful VMS c.net to give greater visibility, control, compliance and governance from your services procurement spend.
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Our Shift Control app streamlines shift management with easy applications, fast approvals, and real-time comms for workers and employers.
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Our Talent bank solution provides real-time access to a pool of high quality, pre-screened contingent workers for last-minute positions you need to fill fast.
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Our easy-to-use payroll solution removes the administrative burden associated with non-employee payroll, ensuring fast payments and outstanding candidate experience.
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We deliver effective and consistent application vetting and screening regardless of assignment type. This covers a variety of pre-employment and governance checks.
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Comensura is a key strategic partner in the NEPO framework, operating as a vendor neutral MSP, contracting with local authorities through the framework.
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About Us

We provide access to essential talent - through bespoke CWM solutions, statement of work management, superior supply chain management, direct sourcing and the fullest capability of our parent group, Impellam.

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Customer success story

Transformative Strategy Delivers Impact with Veolia

Veolia, the UK leader in resource management, has partnered with Comensura since 2016 to build a workforce strategy that cuts costs, grows diversity and inclusion, and secures the skills needed for the future of the circular economy.

Talk to our team View results
Impact at a glance
A strategic plan built around six pillars of transformation. Driving cost savings, diversity and a future-ready workforce.
UK leader
In resource management, building the circular economy
800
Temporary workers converted to permanent
40%
Of temp-to-perm conversions were HGV drivers
12%
Increase in female contingent workforce representation
2016
Comensura partnership began
Programme impact: Comensura helped Veolia convert temporary drivers into permanent roles, broaden diversity across its contingent workforce, and build a resilient, future-ready supply of skills.
Resource managementIndustry
2016Partner since
UKRegion supported
The Situation

Veolia needed a workforce strategy to match its ambition for ecological transformation.

The UK's leader in resource management

Veolia provides a comprehensive range of waste, water and energy management services, committed to building the circular economy through depolluting, decarbonising and regenerating resources. Veolia's purpose is ecological transformation.

A partnership since 2016

Comensura has been working with Veolia since 2016, supporting its workforce needs across an evolving and highly regulated industry.

Fast-moving regulatory and environmental targets

Resource management is an extremely dynamic area, and Veolia needs to keep pace with initiatives that are continually evolving in scope, alongside agile sustainability targets.

Client profile
UK leader
In resource management — waste, water and energy services building the circular economy.
Partnership
2016
Year Comensura began working with Veolia on its contingent workforce strategy.
The Challenge

Industry-wide pressures and a critical shortage of skilled workers.

Veolia was facing multiple industry challenges, including the increasing volume of recycling and waste generated by urban populations, increasingly complex and diverse waste streams, persistent workforce skills shortages, and evolving sustainability regulations and targets. A critical challenge was the intense cross-industry competition for skilled workers, especially HGV drivers who are essential to Veolia's operations.

01
Rising waste volumes and complexity

Increasing volumes of recycling and waste generated by urban populations, combined with increasingly complex and diverse waste streams, placed growing pressure on operations.

02
Intense competition for HGV drivers

Cross-industry competition for skilled workers was especially intense for HGV drivers, who are essential to Veolia's operations.

03
An ageing HGV workforce

More than 50% of UK HGV drivers were aged over 50, pointing to an impending succession crisis as this workforce approaches retirement.

04
Demand for emerging green skills

As an innovative industry leader, Veolia needed emerging competencies in sustainability-focused areas such as renewable energy technologies, environmental management systems and carbon footprint analysis.

The Solution

A strategic plan built on six fundamental pillars.

Our strategic plan was designed to drive transformation and create lasting impact by aligning closely with Veolia's corporate vision and talent objectives.

01 Maximise Cost Savings +

Conversion of 800 temporary workers to permanent positions, and the implementation of Vertage's 'Flexy' Payroll system for ED&I talent pools.

02 Expand Data Capabilities +

Comprehensive data cleansing, the launch of a self-service dashboard reporting platform, and monthly HR Business Partner review sessions.

03 Amplify ED&I +

An inclusive hiring strategy targeting underrepresented groups, including refugees, former military personnel and individuals with previous convictions.

04 Enhance Data +

Development and advancement of Comensura's VMS platform C.net, focused on operational efficiency through automation.

05 Minimise Risk +

Diversification of supplier relationships, stricter controls on auto-approved expenditure, and comprehensive operational and supplier audits.

06 Optimise Supply Chain +

Re-procurement of the agency supply chain, evaluation of agency rate structures, and a reduction in supplier partnerships.

Results

Significant, measurable improvements across cost, diversity and workforce resilience.

The programme produced significant measurable improvements for Veolia, from substantial cost savings in 2024 to a more diverse and resilient contingent workforce — including the HGV temp-to-perm conversions that helped ease the driver shortage identified as a key challenge. These results validate the effectiveness of the strategic plan, aligned to Veolia's commitment to leading in environmental sustainability and creating a dedicated workforce.

Cost savings
Substantial savings achieved for Veolia in 2024
Temp-to-perm growth
Significant increase in transitions, incl. 40% of all HGV conversions
12% increase
In female contingent workforce representation
Recognised employer
Sunday Times Best Places to Work, 2023–2025

Substantial cost savings

The programme achieved substantial cost savings for Veolia in 2024, driven by a more unified and efficiently managed supply chain.

Growth in temp-to-perm transitions

Temporary-to-permanent transitions grew significantly, including 800 workers converted overall and 40% of all HGV driver conversions — easing the industry-wide HGV shortage identified as a key challenge.

Reduced contingent labour usage

Use of contingent labour reduced, with a corresponding decrease in spend.

ED&I successes

A large number of refugees were placed in meaningful employment, female representation in the contingent workforce increased by 12%, and partnerships were established with male and female prisons, helping prison leavers build career paths at Veolia.

Recognised as a best place to work

Veolia was recognised as one of The Sunday Times Best Places to Work for employee experience in 2023, 2024 and 2025.

New inclusion initiatives

Comensura is implementing a project with a London borough local authority to offer employment opportunities to rehomed homeless individuals, and planning further projects for former armed forces members and neurodiverse applicants.

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our workforce experts.
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