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Contingent Workforce Manager Jobs in Rhode Island

Amazon

Sr. Operations Manager

Johnston, RI · On-site

Our Sr. Operations Managers responsible for all budgetary, people development and operations ... a contingent workforce during peak seasons - Bachelor's degree in Engineering, Operations or ...

Yulista

Program Manager

Carolina, RI · On-site

This position is contingent upon contract award. Located at Cherry Point, NC ESSENTIAL FUNCTIONS ... Coordinate with corporate leadership regarding staffing, workforce planning, and resource ...

Prime Staffing

Travel MRI Technologist

Providence, RI · On-site

Voice screening and hiring manager interview are required. equirements Required for Onboarding ... contingent staffing to our clients, and the most competitive contracts to our workforce. Our ...

University of Rhode Island

Senior Cook

Kingston, RI · On-site

$48K - $53K/yr

Campus Location Kingston Building(s) Hope Commons - all areas Grant Funded Extension Contingent on ... A thorough knowledge of food and beverage preparation; a working Knowledge of kitchen management ...

All JobsContingent Workforce JobsContingent Workforce Manager JobsContingent Workforce Manager Jobs in Rhode Island

Contingent Workforce Manager information

See Rhode Island salary details

$66.4K

$122.4K

$176.3K

How much do contingent workforce manager jobs pay per year?

As of Jul 27, 2026, the average yearly pay for contingent workforce manager in Rhode Island is $122,400.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,402.00 and $150,359.00 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 job makes $1,000,000 a year?

Contingent Workforce Managers typically do not earn $1,000,000 annually; such high earnings are usually associated with top executives, successful entrepreneurs, or highly specialized roles in finance, technology, or investment banking. Achieving this level of income often requires extensive experience, advanced skills, and leadership positions in large organizations or private ventures.

What does a contingent workforce manager do?

A contingent workforce manager oversees the hiring, onboarding, and management of temporary, contract, or freelance workers within an organization. They coordinate staffing needs, ensure compliance with labor laws, and optimize the use of external talent, often using workforce management tools and data analysis to improve efficiency.

What jobs make $3,000 a day?

Contingent Workforce Managers typically do not earn $3,000 a day; such high daily rates are usually associated with specialized roles like senior consultants, executive-level contractors, or highly skilled freelance professionals in fields such as finance, law, or technology. These roles often require extensive experience, certifications, and a strong network, and they may work on short-term projects or high-stakes assignments that command premium daily rates.

What are the risks of hiring contingent workers?

Contingent Workforce Managers should be aware that hiring temporary workers can pose risks such as compliance issues with labor laws, potential lack of loyalty or commitment, and challenges in integrating them into company culture. Additionally, there may be concerns about intellectual property security and inconsistent quality of work. Proper onboarding, clear contracts, and adherence to legal standards help mitigate these risks.

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 Rhode Island? The most popular types of Contingent Workforce jobs in Rhode Island are:
What are popular job titles related to Contingent Workforce Manager jobs in Rhode Island? For Contingent Workforce Manager jobs in Rhode Island, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Manager jobs in Rhode Island look for? The top searched job categories for Contingent Workforce Manager jobs in Rhode Island are:
Contingent Workforce Manager jobs near you
Infographic showing various Contingent Workforce Manager job openings in Rhode Island as of July 2026, with employment types broken down into 1% As Needed, 72% Full Time, 21% Part Time, 1% Temporary, 4% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $122,400 per year, or $58.8 per hour.

Account Manager (Life Sciences)

Cynet Corp

Providence, RI

Full-time

Posted 13 days ago

Job description

Join an award-winning organization that delivers world-class talent solutions. Working within a vibrant, high-velocity team, you will bring your operational energy and strategic expertise to manage, farm, and scale major existing national and regional enterprise accounts within the Life Sciences, IT, and Engineering MSP, VMS, and SOW spaces.

About the Role

The Staffing Account Manager is responsible for driving client success, account growth, and portfolio profitability across enterprise accounts within Life Sciences, Clinical Research, Engineering, and related professional services. Serving as the primary link between clients, MSP partners, and delivery teams, this role oversees contingent workforce programs, staff augmentation engagements, SOW-based projects, and enterprise-scale MSP delivery. Success requires a strong understanding of workforce and consulting services to ensure exceptional delivery, client satisfaction, compliance, and long-term business growth. 

What will you be doing day to day?
  • Account Farming & Penetration: Navigate deep into existing enterprise accounts to map out new hiring departments, secure SOW projects, uncover hidden manager needs, and expand active billable contractor headcount.
  • Performance & Metrics Tracking: Monitor and improve daily delivery metrics-such as our response times and submittal-to-hire ratios-to ensure our agency maintains its top-tier supplier status with the client. 
  • VMS Delivery & Compliance Governance: Navigate daily workflows within major vendor management systems (e.g., Fieldglass, Beeline) ensuring strict compliance with client SLAs, SOW deliverables, tiering structures, and onboarding policies.
  • Recruitment Team Alignment: Translate complex client requirements into actionable instructions for internal recruiting teams; conduct candidate quality reviews before final submission.
  • Strategic Client Partnership: Conduct regular business reviews (QBRs) and execute client visits to position Cynet as a consultative, deliverables-based partner rather than a transactional vendor.

Requirements

Your Experience
  • 5+ years of overall experience with a proven track record specifically within the Supplier-Side Staffing Industry (Staffing agency pedigree is a non-negotiable requirement).
  • 3+ years of direct experience navigating large-scale MSP/VMS corporate accounts or SOW programs and managing/steering delivery teams.
  • Proven domain familiarity supporting Life Sciences (Clinical Research, Pharma, Regulatory, QA, or Manufacturing) or highly technical Engineering verticals.
  • Demonstrated stability and career progression within an agency environment (meeting the 2-3+ year tenure benchmark).
Your Skills
  • MSP & SOW Navigation: Mastery of enterprise VMS platforms (SAP Fieldglass, Beeline, Magnit, etc.) and a deep understanding of how to manage both high-volume staff augmentation and deliverables-based milestones.
  • Account Mapping: Ability to move past automated portals to strategically network with line managers and expand business organically.
  • Advanced Communication: Exceptional negotiation, presentation, and data-driven consulting skills when communicating with Director and VP-level stakeholders.
  • Tech Savvy: Fluid competency with modern ATS tracking, Looker/analytics dashboards, and modern sourcing mechanics.

Note: Candidate must reside within the East Coast / Northeast corridor (New England down to Raleigh, NC). 

Benefits

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