Senior Program Manager, Contingent Workforce

Accountabilities:

• 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.