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Contingent Workforce Manager Jobs in Texas (NOW HIRING)

Tcenergy

Fieldglass Lead

Houston, TX

Lead the end-to-end functional design of SAP Fieldglass for the SAP Plus program, covering Contingent Workforce Management, Services Procurement, and Profile Worker modules. * Drive the ...

Hays

Program Manager

Fort Worth, TX · Hybrid

$90K - $100K/yr

PROGRAM MANAGER - ENTERPRISE SOLUTIONS Your new role Hays Enterprise Solutions partners with some ... Experience working in or supporting an SOW program, contingent workforce program, or services ...

LeadStack Inc.

Program Manager

Fort Worth, TX · On-site

LeadStack Inc. is an award-winning staffing services provider of contingent workforce. The Program Manager will manage all aspects of multiple IT initiatives, ensuring they are delivered on time ...

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Contingent Workforce Manager information

See Texas salary details

$58.5K

$107.7K

$155.2K

How much do contingent workforce manager jobs pay per year?

As of Jul 29, 2026, the average yearly pay for contingent workforce manager in Texas is $107,743.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,900.00 and $132,354.00 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 Texas? The most popular types of Contingent Workforce jobs in Texas are:
What are popular job titles related to Contingent Workforce Manager jobs in Texas? For Contingent Workforce Manager jobs in Texas, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Manager jobs in Texas look for? The top searched job categories for Contingent Workforce Manager jobs in Texas are:
What cities in Texas are hiring for Contingent Workforce Manager jobs? Cities in Texas with the most Contingent Workforce Manager job openings:
Contingent Workforce Manager jobs near you
Infographic showing various Contingent Workforce Manager job openings in Texas as of July 2026, with employment types broken down into 1% As Needed, 73% Full Time, 20% 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 $107,743 per year, or $51.8 per hour.
SAP Fieldglass Lead

SAP Fieldglass Lead

Resource Consultings Services Inc

Houston, TX • On-site

Contractor

Posted 6 days ago

Job description

Role: SAP Fieldglass Lead

Location: Downtown Houston, TX (Hybrid)

Duration: 12+ month

The SAP Fieldglass Lead is responsible for leading the design, configuration, and implementation of SAP Fieldglass as the Company's system of record for managing the full contingent workforce lifecycle—including Contingent Workforce Contractors (CWC), Construction Management & Inspection (CM&I), and other Excluded Contractors. The Fieldglass Lead acts as the primary bridge between business stakeholders (HR, Supply Chain, Finance, Projects) and technical delivery teams, ensuring end-to-end contingent workforce processes are fit-for-purpose, scalable, and aligned with the SAP Plus program guiding principles. This role should also have strengths and deep familiarity with key integrated platforms including SAP S/4HANA, Workday, and SAP Ariba, and how they interact with the Fieldglass platform.

Top 3 Outcomes:

  • Clean Core, Standardized Fieldglass Platform enabling the business acquisition, time carding, and payment of relevant contractors
  • Redesigned Integrations Across Fieldglass, Workday, and SAP S/4HANA
  • Business Adoption and Day-One Operational Readiness

Key Decisions:

  • Determine which contingent workforce processes follow SAP Fieldglass standard, and which require justified deviation due to regulatory, risk, or strategic requirements.
  • Ensure system enables relevant policy requirements
  • Confirm Fieldglass as the single system of record for all contractor types (CWC, CM&I, Excluded Contractors) and define clear classification standards.
  • Decide whether contingent worker time entry will be managed in Fieldglass or continue in SAP CATS and align on the single source of truth for time and expense.
  • Define the integration architecture and harmonization approach between Fieldglass, Workday, SAP S/4HANA, and downstream finance systems.
  • Establish governance for rate cards, VP approvals, and exception management within the simplified platform.

Responsibilities:

  • Lead the end-to-end functional design of SAP Fieldglass for the SAP Plus program, covering Contingent Workforce Management, Services Procurement, and Profile Worker modules.
  • Drive the simplification of Fieldglass by reducing custom fields, custom layouts, and custom integrations in alignment with clean core principles
  • Facilitate solution scoping and design workshops with cross-functional stakeholders to capture current state, define future state, and document key decisions.
  • Own the redesign of Fieldglass integrations with Workday, SAP S/4HANA, and SAP FI/CO, addressing known pain points including record creation failures, invoice processing errors, cost center sync lags, and termination/rehire processing issues.
  • Ensure Fieldglass set up aligns with Contractor Management Policy including   contractor classification standards (CWC, CM&I, Excluded Contractor) to align with contractor definitions
  • Validate and confirm Fieldglass integration requirements with upstream and downstream systems, partnering with the System Integrator to review and approve functional designs.
  • Develop and maintain fit/gap analysis, decision logs, and design documentation for all Fieldglass-related scope.
  • Support data migration activities, including cleansing, validation, and reconciliation of Fieldglass master data (suppliers, workers, cost objects, sites).
  • Lead or support user acceptance testing (UAT), defect triage, and resolution for Fieldglass modules and integrations.
  • Partner with the CW Program Office to ensure operational readiness, including updated QRGs, leader training, and delegate/proxy workflows.
  • Partner with CM&I PMO to ensure operational readiness, enable efficient engagement and invoicing of CM&I contractors, and alignment to CM&I process requirements.
  • Provide governance oversight for rate cards, VP approval workflows, and exception management within Fieldglass.
  • Act as the subject matter expert on SAP Fieldglass capabilities, advising leadership on opportunities to leverage standard functionality and reduce total cost of ownership.

Qualifications & Skills Required:

  • Bachelor’s degree in Business, Information Systems, Supply Chain, Human Resources, or a related field (or equivalent experience).
  • 7+ years of experience with SAP and specific experience with Fieldglass, including hands-on configuration, implementation, and/or administration.
  • Demonstrated experience in at least one major Fieldglass implementation or transformation project.
  • Strong understanding of contingent workforce management processes, including requisition, candidate selection, onboarding, time & expense management, invoicing, and offboarding.
  • Experience with Fieldglass integration design and troubleshooting (Fieldglass ? SAP ECC/S/4HANA, Fieldglass ? Workday).
  • Knowledge of Fieldglass modules: Contingent Workforce Management, Services Procurement, and Profile Worker Management.

Technical Skills

  • Hands-on experience with Fieldglass configuration (approval workflows, rate structures, templates, custom fields, data mappings).
  • Strong understanding of integration architecture, including APIs, middleware (BTP), and batch job management.
  • Familiarity with SAP S/4HANA data structures, cost objects, and financial posting processes.
  • Experience with data migration, data quality, and reconciliation activities in a Fieldglass context.

Soft Skills:

  • Strong stakeholder management and communication skills, with the ability to influence cross-functional teams and manage complex, matrixed environments.
  • Ability to facilitate workshops and drive alignment across business, functional, and technical teams.
  • Analytical thinking and problem-solving skills to interpret complex integration issues and identify root causes.
  • Detail-oriented with strong organizational skills and the ability to manage multiple priorities.
  • Clear communicator who can convey technical concepts to non-technical audiences.

Preferred Experience:

  • Prior experience with SAP S/4HANA or ECC-to-S/4HANA transformation projects.
  • Experience in energy, utilities, or regulated industries.
  • Familiarity with SAP Ariba, Workday, SAP SuccessFactors, and/or SAP GRC.
  • Understanding of Canadian labor regulations and contractor compliance requirements.
  • Knowledge of clean core principles and SAP best practices for minimizing customizations.
  • Experience with SAP Concur and/or services procurement processes.