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Contingent Labor Jobs in Wisconsin (NOW HIRING)

Veitusa

Laborer - New Berlin (Earthwork)

New Berlin, WI

$17.50 - $22.25/hr

Performs tasks involving physical labor at construction project sites. May operate hand and power ... Employment is contingent upon passing a drug and alcohol screening, which may include testing for ...

Veit

Laborer - New Berlin (Earthwork)

New Berlin, WI · On-site

$17.50 - $22.25/hr

Performs tasks involving physical labor at construction project sites. May operate hand and power ... Employment is contingent upon passing a drug and alcohol screening, which may include testing for ...

Tri-City Group

Electrical Estimator

Port Washington, WI · On-site

Price change orders using labor units, historical data, and field-verified productivity * Apply ... All job offers are contingent upon successful completion of a drug screen and reference check. Tri ...

Tri-City Group

Electrical Estimator

Port Washington, WI · On-site

Price change orders using labor units, historical data, and field-verified productivity * Apply ... All job offers are contingent upon successful completion of a drug screen and reference check. Tri ...

Tri-City Group

Electrical Estimator

Port Washington, WI · On-site

Price change orders using labor units, historical data, and field-verified productivity * Apply ... All job offers are contingent upon successful completion of a drug screen and reference check. Tri ...

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Showing results 21-40

All JobsContingent Labor JobsContingent Labor Jobs in Wisconsin

Contingent Labor information

What is contingent labor?

Contingent labor refers to a workforce comprised of individuals who are hired on a non-permanent basis. This includes freelancers, independent contractors, consultants, and temporary workers who provide services to an organization but are not considered full-time employees. Contingent labor is often used by companies to meet short-term needs, manage workload fluctuations, or access specialized skills without committing to long-term employment. These workers typically have more flexible arrangements and may work for multiple clients or employers. Organizations often use contingent labor to increase scalability and reduce employment costs.

What are some common challenges faced when managing contingent labor, and how can they be addressed?

Managing contingent labor often involves coordinating with multiple vendors, ensuring compliance with labor regulations, and maintaining clear communication between contingent workers and full-time staff. One common challenge is integrating contingent workers into company culture and workflows without causing friction or confusion. To address these issues, organizations typically develop structured onboarding processes, leverage vendor management systems, and foster open communication between all team members to ensure smooth collaboration and compliance.

What are the key skills and qualifications needed to thrive in contingent labor, and why are they important?

To excel in a contingent labor role, you generally need adaptability, time management, and a willingness to quickly learn new tasks, with a high school diploma or relevant experience often required. Familiarity with workforce management systems, time-tracking tools, and basic office or industry-specific software is common. Strong communication, reliability, and the ability to work independently make individuals stand out in these positions. These skills ensure that contingent workers can seamlessly integrate into diverse teams, meet business needs efficiently, and maintain productivity in dynamic work environments.

What is the difference between Contingent Labor vs Contract Worker?

AspectContingent LaborContract Worker
CredentialsVaries; often no specific certifications requiredTypically requires specific skills or certifications based on the contract
Work EnvironmentTemporary, project-based, or seasonal rolesTemporary or project-specific roles, often with defined start and end dates
Employer UsageUsed by companies to fill short-term staffing needs without long-term commitmentsEngaged through contracts for specific tasks or projects

Contingent Labor and Contract Workers both refer to non-permanent employees, but Contingent Labor is a broader category including various temporary staffing arrangements, while Contract Workers are engaged through specific agreements for particular projects or tasks. Both serve organizations seeking flexible staffing solutions but differ slightly in employment structure and scope.

Do contingent labor workers get paid?

Contingent labor workers are typically paid for their work according to the terms of their temporary or contract employment, which can include hourly wages, project-based pay, or salaries. Payment schedules and rates are usually specified in the employment agreement and depend on the industry and role. These workers often need to track their hours and may require skills in time management or specific tools relevant to their tasks.

What are popular job titles related to Contingent Labor jobs in Wisconsin?

For Contingent Labor jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Contingent Labor jobs in Wisconsin look for?

The top searched job categories for Contingent Labor jobs in Wisconsin are:

What cities in Wisconsin are hiring for Contingent Labor jobs?

Cities in Wisconsin with the most Contingent Labor job openings:

Contingent Labor jobs near you
Infographic showing various Contingent Labor job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 12% Part Time, 4% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution.

Customer Service HR Representative

Adecco Colombia S.A.

Milwaukee, WI • On-site

$21/hr

Other

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

Job description

Customer Service HR Representative
Are you looking for an exciting Customer Service Role? Adecco's got it! We're recruiting for a professional level with a premier employer in Franklin, Wisconsin. If you're a motivated professional with background in the financial services arena or related field, it could be the perfect fit. Must have a minimum of 2 years of recent CALL CENTER CSR experience.
Milwaukee, WI
8:00am - 4:30 CT or 8:30 - 5:00pm CT
$21.00hr
We have a team of 4 HR Contact Center Representatives. The HR Contact Center is the first point of contact for all HR related matters for the workforce, including retirees. The team supports varying topics including, but not limited to, benefits, retirement, recruiting, talent management, payroll, health services, and policy related questions. Support is provided through phone, live chat and case submissions. Role can be in-person at our downtown office or remote
JOB DESCRIPTION
The HR Services Representative is responsible for providing customer service consultation support and problem resolution on a variety of HR-related topics to the workforce, including pre-hires, employees, people leaders, retirees, and external inquiries. This role involves handling and resolving general to semi-complex requests related to employee benefits, payroll, talent acquisition, compensation, talent management, transaction support, contingent labor, and other HR areas.
Primary Duties and Responsibilities
  • Manage a phone, chat or case workload in accordance with schedule, standards and volumes adhering to deadlines and cycle times.
  • Resolves 60-80% of inquiries / cases by drawing on training, policy manual, knowledge base, critical thinking, and individual employment factors (employee status, pay group, start date, compensation plans, etc).
  • Independently handle all routine casework and process semi-complex cases with guidance. Makes decisions for all routine casework and makes decisions on more complex casework after consulting with higher level staff.
  • Interface effectively with customers, managers, and employees at all levels via phone, chat and cases to ensure a positive experience.
  • Appropriately collaborate with and escalate cases to within the HR Services Team or partners to ensure accurate and consistent responses.
  • Decide appropriate course of action or decision-making path; determine appropriate provider.
  • Quick and efficient adaptation to varying needs of different customers, as well as process and technology related issues.
  • Successfully meet team Key Performance Indicators (KPI) include Customer Satisfaction, First Contact Resolution, SLA, call and chat productivity metrics, etc.
Qualifications
  • Bachelors degree in HR, business or related field or equivalent combination of education and experience
  • Minimum of 1 year of related Human Resources or benefit support experience to include previous customer service experience
  • Proficient in written and verbal communication
  • Strong customer service skills
  • Previous skills in analyzing information, problem-solving, ability to apply judgment and discretion and independent decision making
  • Demonstrated organizational skills with the ability to independently set priorities and meet deadlines
  • Demonstrated computer experience including Word, Excel, SharePoint and proficiency with current HR software packages. Previous Workday experience is preferred.
Benefit offerings include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits and a 401k plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria.
Pay Details: $21.00 per hour
Benefit offerings available for our associates include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits and a 401K plan. Our benefit offerings provide employees the flexibility to choose the type of coverage that meets their individual needs. In addition, our associates may be eligible for paid leave including Paid Sick Leave or any other paid leave required by Federal, State, or local law, as well as Holiday pay where applicable.
Equal Opportunity Employer/Veterans/Disabled
Military connected talent encouraged to apply
To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to https://www.adecco.com/en-us/candidate-privacy
The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable:
  • The California Fair Chance Act
  • Los Angeles City Fair Chance Ordinance
  • Los Angeles County Fair Chance Ordinance for Employers
  • San Francisco Fair Chance Ordinance

Massachusetts Candidates Only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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