Senior Program Manager, Contingent Workforce

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Program Manager, Contingent Workforce based in the United States.

The Senior Program Manager, Contingent Workforce will lead the strategy, operational management, and continuous improvement of a large-scale contingent workforce program within a complex, international organization. This leadership role focuses on building scalable processes, strengthening governance, and improving the experience of contingent workers, suppliers, and hiring managers. You will oversee a team responsible for business partnerships, supplier management, systems, and program operations. Working closely with Legal, HR, Finance, Procurement, IT, and other stakeholders, you will drive operational excellence and ensure compliance across workforce engagements. You will also lead international expansion initiatives, optimize workforce management technology, and transform data into actionable business insights. This is an excellent opportunity for a strategic and hands-on leader who enjoys driving organizational change and building sustainable programs.

• Lead the overall strategy, governance, and operational execution of the contingent workforce program, establishing clear ownership, responsibilities, and consistent standards across the organization.

• Drive the evolution of the operating model, including transitioning key responsibilities in-house, managing knowledge transfers, documenting processes, and ensuring seamless cross-functional handoffs.

• Lead, coach, and develop the program team, setting priorities and promoting accountability across business partnerships, supplier management, systems, and operations.

• Develop and execute international expansion strategies in collaboration with Legal, Strategic Sourcing, and regional HR teams, ensuring compliance with local regulations and establishing scalable supplier and service delivery models.

• Design and maintain workforce engagement frameworks covering staffing agencies, independent contractors, employer-of-record arrangements, and statement-of-work engagements.

• Establish governance processes and compliance controls covering worker classification, engagement approvals, assignment duration, onboarding, offboarding, and supplier requirements.

• Improve hiring and onboarding workflows by coordinating with IT, suppliers, and operational teams to ensure timely hardware, software, and system access provisioning.

• Own the contingent workforce technology roadmap and business requirements, strengthening integrations between Beeline, Workday, and other procurement and HR systems while improving automation and data quality.

• Oversee financial and supplier management processes, including invoice reconciliation, spend reporting, supplier performance monitoring, issue resolution, and renewal planning.

• Partner with Procurement and Strategic Sourcing on supplier evaluations, RFPs, commercial negotiations, sourcing strategies, and ongoing supplier relationship management.

• Define and monitor program performance indicators covering service delivery, compliance, data accuracy, supplier effectiveness, and workforce expenditure.

• Translate workforce and financial data into actionable insights that support workforce planning, budget forecasting, and strategic decision-making.

• Develop self-service resources, training materials, and communications to help managers, HR partners, suppliers, and internal teams navigate program requirements.

• Act as the escalation point for complex operational challenges and lead cross-functional initiatives from discovery through implementation, including change management and adoption.

• Ensure a consistent and positive experience for contingent workers and hiring managers throughout onboarding, engagement, support, and offboarding.

Requirements:

• At least 7 years of experience designing, implementing, and managing contingent workforce programs in complex, cross-functional environments.

• Deep expertise in contingent workforce management, worker classification, engagement models, program governance, and domestic and international compliance requirements.

• Proven experience building, transforming, or scaling workforce programs, translating strategic objectives into effective operating models and sustainable processes.

• Demonstrated leadership experience, including managing teams, coaching employees, setting priorities, and driving accountability.

• Strong experience managing MSPs, VMS platforms, staffing suppliers, and other external service providers, with a focus on performance, compliance, cost optimization, and continuous improvement.

• Experience with HR and vendor management system integrations, translating business requirements into technical improvements and optimizing operational workflows.

• Strong analytical capabilities, with the ability to interpret workforce, supplier, and financial data and develop actionable recommendations.

• Proven ability to lead organizational change, influence senior stakeholders, build consensus, and manage complex cross-functional relationships.

• Excellent project management, communication, problem-solving, and stakeholder engagement skills.

• Ability to navigate ambiguity, balance strategic priorities with hands-on execution, and bring structure to evolving environments.

• Familiarity with Beeline, Workday, or comparable workforce management and HR technology platforms is highly valuable.

• Experience transitioning program responsibilities from an MSP to an in-house or hybrid operating model is preferred.

• International contingent workforce expansion experience and knowledge of local regulatory requirements are advantageous.

• Experience improving invoicing, financial reconciliation, and workforce spend reporting processes is a plus.

• A Certified Contingent Workforce Professional (CCWP) certification is preferred.

Benefits:

• Competitive annual base salary depending on location:

  • $112,800–$180,200 in California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington State, and Washington, DC.

  • $107,200–$171,200 in Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia.

  • Compensation in other states may vary according to location and applicable salary requirements.

• Eligibility for equity awards based on experience, performance, and geographic location.

• Fully remote working arrangement, with flexibility to work from an approved location anywhere in the United States, subject to limited exceptions.

• Distributed working model designed to promote autonomy, flexibility, and collaboration.

• Opportunity to lead strategic workforce transformation initiatives within a large, technology-driven organization.

• Exposure to international expansion, enterprise technology platforms, and complex cross-functional programs.

• Opportunity to develop and lead a team while influencing organizational strategy and operational excellence.

• Inclusive and collaborative working environment focused on professional development, innovation, and career growth.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

#LI-CL1