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Contingent Workforce Manager Jobs in Oregon (NOW HIRING)

Crain

OR

$115K - $130K/yr

Deep understanding of the contingent workforce solutions ecosystem (MSP, VMS, staffing, technology providers, and program management). * Demonstrated record of quota achievement or President's Club ...

Lifted

OR

Lifted is the first talent, country, and contract-agnostic contingent workforce management solution, giving enterprises a unified way to source, contract, manage, and pay any type of contingent ...

Lifted

OR

Lifted is the first talent, country, and contract-agnostic contingent workforce management solution, giving enterprises a unified way to source, contract, manage, and pay any type of contingent ...

Medical Solutions, LLC

$90K - $115K/yr

Strong understanding of contingent workforce programs and supplier management models * Experience supporting system integrations across HR or workforce technology platforms * Demonstrated ability to ...

Lifted

OR

Lifted is the first talent, country, and contract-agnostic contingent workforce management solution, giving enterprises a unified way to source, contract, manage, and pay any type of contingent ...

Naviga

... a Contingent Workforce Solution. This pivotal contingent role is focused on managing all aspects of the firm's marketing operations, including brand strategy, digital marketing, and market ...

Lifted

OR

Lifted is the first talent, country, and contract-agnostic contingent workforce management solution, giving enterprises a unified way to source, contract, manage, and pay any type of contingent ...

Tivity Health

Talent Partner - remote opportunity

$61K - $84K/yr

Contingent Workforce & Talent Mobility * Manage recruiting process and engagement for contractors in partnership with business leaders. * Serve as a trusted point of coordination throughout ...

Naviga

Sr Sales Manager - HealthTech

OR · Remote

Drive and manage the full sales cycle from lead generation to contract closure. * Build and ... Contingent Workforce Solutions, Executive Search, Leadership and Individual Contributor hiring ...

Naviga

Sr Sales Manager - HealthTech

Drive and manage the full sales cycle from lead generation to contract closure. * Build and ... Contingent Workforce Solutions, Executive Search, Leadership and Individual Contributor hiring ...

Stem Xpert

ServiceNow Program Manager

Hillsboro, OR

$68K - $75K/yr

... contingent workforce solutions. It operates in seven business segments including Commercial ... It also offers outsourcing, consulting, recruitment, career transition, and vendor management ...

Lifted

OR

Lifted is the first talent, country, and contract-agnostic contingent workforce management solution, giving enterprises a unified way to source, contract, manage, and pay any type of contingent ...

Amazon

Sr. Operations Manager

Troutdale, OR · On-site

Our Sr. Operations Managers responsible for all budgetary, people development and operations ... contingent workforce during peak seasons - Ability to handle changing priorities and use good ...

Stem Xpert

Validation Engineer

Hillsboro, OR · On-site

... contingent workforce solutions. It operates in seven business segments including Commercial ... It also offers outsourcing, consulting, recruitment, career transition, and vendor management ...

Stem Xpert

: Sr. Analyst

Salem, OR

$88K - $117K/yr

... contingent workforce solutions. It operates in seven business segments including Commercial ... It also offers outsourcing, consulting, recruitment, career transition, and vendor management ...

Naviga

Vice President of Sales

OR · Remote

Manage a team of experienced Account Executives and outsourced BDR/lead gen vendors, upgrading ... Contingent Workforce Solutions, Executive Search, Leadership and Individual Contributor hiring ...

Naviga

Vice President of Sales

Manage a team of experienced Account Executives and outsourced BDR/lead gen vendors, upgrading ... Contingent Workforce Solutions, Executive Search, Leadership and Individual Contributor hiring ...

Naviga

$20.50 - $27.50/hr

Under the supervision of Talent Acquisition Managers, will communicate directly with search firm ... Contingent Workforce Solutions, Executive Search, Leadership and Individual Contributor hiring ...

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All JobsContingent Workforce Manager JobsContingent Workforce Manager Jobs in Oregon

Contingent Workforce Manager information

See Oregon salary details

$66.3K

$122.2K

$176K

How much do contingent workforce manager jobs pay per year?

As of Jun 10, 2026, the average yearly pay for contingent workforce manager in Oregon is $122,196.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,229.00 and $150,110.00 per year, depending on experience, location, and employer.

What is the difference between Contingent Workforce Manager vs Staffing Coordinator?

AspectContingent Workforce ManagerStaffing Coordinator
CredentialsTypically requires experience in workforce management, HR certifications, or related fieldsOften requires HR or administrative certifications or relevant experience
Work EnvironmentManages large-scale staffing, vendor relationships, and workforce strategiesCoordinates staffing needs, schedules, and candidate placements
Employer & Industry UsageUsed in industries with high contingent labor, like manufacturing, IT, and healthcareCommon in staffing agencies, HR departments, and corporate HR teams

The Contingent Workforce Manager focuses on strategic management of temporary staff and vendor relations, while the Staffing Coordinator handles day-to-day scheduling and candidate placement. Both roles are essential in workforce planning but differ in scope and responsibilities.

What is a Contingent Workforce Manager?

A Contingent Workforce Manager is a professional responsible for overseeing an organization's temporary, contract, or freelance workers. Their duties include sourcing, onboarding, and managing relationships with staffing agencies and independent contractors. They ensure compliance with labor laws, monitor performance, and help optimize workforce costs. By effectively managing the contingent workforce, they support the organization’s flexibility and ability to scale quickly based on business needs.

How does a Contingent Workforce Manager typically collaborate with hiring managers and vendors to ensure staffing needs are met?

A Contingent Workforce Manager works closely with hiring managers to understand their temporary staffing requirements and project timelines. They act as a liaison between internal teams and external staffing vendors, negotiating contracts, establishing clear expectations, and ensuring compliance with company policies. Regular meetings and status updates are common, allowing for quick resolution of issues and adjustments to workforce plans as business needs evolve. This collaborative approach helps maintain a flexible, efficient, and compliant contingent workforce.

What are the key skills and qualifications needed to thrive as a Contingent Workforce Manager, and why are they important?

To thrive as a Contingent Workforce Manager, you need expertise in workforce planning, vendor management, and compliance, often supported by a bachelor’s degree in human resources or business administration. Familiarity with Vendor Management Systems (VMS), HRIS platforms, and relevant certifications like SOW or CWPP are typically required. Strong negotiation, communication, and analytical skills help in building effective relationships and managing diverse talent pools. These skills ensure efficient, compliant, and cost-effective management of a flexible workforce, directly impacting organizational agility and performance.
What are the most commonly searched types of Contingent Workforce jobs in Oregon? The most popular types of Contingent Workforce jobs in Oregon are:
What are popular job titles related to Contingent Workforce Manager jobs in Oregon? For Contingent Workforce Manager jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Manager jobs in Oregon look for? The top searched job categories for Contingent Workforce Manager jobs in Oregon are:
Contingent Workforce Manager jobs near you

Enterprise Account Executive, West Coast Sales Territory

Crain

OR

$115K - $130K/yr

Full-time

Retirement

Posted yesterday

Job description

Description

We're looking for a driven, enterprise-focused sales professional who thrives on building new relationships and closing consultative deals. This role is ideal for a hunter personality who understands the contingent workforce ecosystem and enjoys engaging directly with senior procurement, HR, contingent workforce, and talent acquisition leaders at top organizations and Fortune 500.

Location: Remote - U.S. based
We are hiring a U.S.-based Enterprise Sales Representative covering the Central to West Coast sales territory. Candidates may be located anywhere within the sales territory and where Crain Communications is able to employ (TX, CA, OR, WA, NV, AZ, MN, IL, CO). Occasional travel (up to 30%) for events, client meetings, and team collaboration is expected.

What You'll Do

  • Drive new member growth for the CWS Council by selling the value of SIA's research, insights, and network within your assigned territory.
  • Research and target enterprise organizations that leverage contingent workforce programs, identifying key decision-makers and engaging them through education and consultative outreach.
  • Manage the full sales cycle from lead generation and discovery through to close while maintaining accurate forecasting and CRM documentation.
  • Leverage multiple prospecting channels including calls, LinkedIn, email, and SIA CWS leading industry events to build a strong and consistent pipeline.
  • Schedule and lead sales presentations that clearly articulate the benefits of CWS Council membership and SIA's broader portfolio.
  • Partner closely with internal experts and leadership to support sales conversations and maximize close rates.
  • Represent SIA at leading industry conferences, scheduling meetings in advance and actively networking on-site to generate new opportunities.
  • Stay informed on key industry movements, including enterprise buyer role changes, and update SIA's CRM to maintain current intelligence.
  • Participate in regular team meetings, insight calls, and member events.
  • Achieve CCWP and SOW Management Certification

What You'll Bring

  • 6+ years of relevant enterprise sales experience.
  • Proven success selling directly to Contingent Workforce Enterprise Buyers.
  • Deep understanding of the contingent workforce solutions ecosystem (MSP, VMS, staffing, technology providers, and program management).
  • Demonstrated record of quota achievement or President's Club-level performance.
  • A true hunter mentality - motivated by building new business, not managing existing accounts.
  • Experience with subscription-based sales models and structured quota management.
  • Background in leveraging conferences and events for sales opportunities.
  • Strong communication skills with the ability to develop compelling value propositions, proposals, and presentations.
  • Proficiency in Microsoft Office, particularly Excel and PowerPoint.
  • Willingness to travel domestically and internationally (up to 30%).
  • Ability to perform under pressure while maintaining professionalism and follow-through.

Preferred Qualifications

  • Sales experience in the contingent workforce ecosystem in either technology, MSP, professional services, or workforce solutions.
  • Global or international experience within the contingent workforce industry.
  • Public speaking and presentation skills; experience moderating panels or delivering client-facing sessions.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure:
The estimated base salary range for this position is $115,000 to $130,000 in addition to being eligible for a sales commission plan.
The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.

#LI-LV1

#US

#mid

#sales

#full-time

Brand Overview:

Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA's independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

www.staffingindustry.com

@SIAnalysts

About Crain Communications:

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain's brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain's regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today's business leaders to make industry-shaping decisions. To learn more about Crain Communications, visitcrain.com.

Environmental Demands

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.

  • An "in-office" role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
  • A "remote" role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
  • A "hybrid" role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager's approval, subject to change.
  • Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.

Many positions will also include work done in "the field." Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time.

Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.

Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work-exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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