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Contingent Workforce Manager Jobs in Wisconsin (NOW HIRING)

Stem Xpert

SAP finance Project manager

Racine, WI · On-site

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

Louisiana Workforce Commission

Contingent worker

Knapp, WI

$21.25 - $27.25/hr

... Workforce Solutions, for Employer of Record Services including but not limited to employment ... Questions or concerns can be directed to the LSU AgCenter Human Resources Management Office at 225 ...

Amazon

Sr. Operations Manager

Oak Creek, WI · On-site

This role involves managing and leading a team of Operations and Area Managers, coaching and ... Experience with a contingent workforce during peak seasons • Ability to handle changing ...

Maxonic

Be Seen First

Demand Planning Manager

Sturtevant, WI · On-site

$57/hr

Demand Planning Manager Job Type: Contract Job Location: Sturtevant, WI Work Schedule: On-site Pay ... Contingent Workforce Services

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Amazon

Sr. Operations Manager

Beloit, WI · On-site

Our Sr. Operations Managers responsible for all budgetary, people development and operations ... Experience with a contingent workforce during peak seasons • Ability to handle changing ...

Stem Xpert

Oracle Business Analyst

Milwaukee, WI · On-site

$59 - $81.50/hr

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

Amazon

Sr. Operations Manager

Oak Creek, WI · On-site

This role involves managing and leading a team of Operations and Area Managers, coaching and ... a contingent workforce during peak seasons - Bachelor's degree in Engineering, Operations or ...

Amazon

Sr. Operations Manager

Cottage Grove, WI · On-site

This role involves managing and leading a team of Operations and Area Managers, coaching and ... a contingent workforce during peak seasons - Bachelor's degree in Engineering, Operations or ...

Amazon

Sr. Operations Manager

Cottage Grove, WI · On-site

This role involves managing and leading a team of Operations and Area Managers, coaching and ... a contingent workforce during peak seasons - Bachelor's degree in Engineering, Operations or ...

Amazon

Sr. Operations Manager

Cottage Grove, WI · On-site

This role involves managing and leading a team of Operations and Area Managers, coaching and ... a contingent workforce during peak seasons - Bachelor's degree in Engineering, Operations or ...

Amazon

Sr. Operations Manager

Cottage Grove, WI · On-site

This role involves managing and leading a team of Operations and Area Managers, coaching and ... a contingent workforce during peak seasons - Bachelor's degree in Engineering, Operations or ...

LSU AgCenter

Contingent worker

Knapp, WI

$21.25 - $27.25/hr

... Workforce Solutions, for Employer of Record Services including but not limited to employment ... Questions or concerns can be directed to the LSU AgCenter Human Resources Management Office at 225 ...

Louisiana State University

Contingent worker

Knapp, WI · On-site

$21.25 - $27.25/hr

... Workforce Solutions, for Employer of Record Services including but not limited to employment ... Questions or concerns can be directed to the LSU AgCenter Human Resources Management Office at 225 ...

Blain's Farm & Fleet

Front End Manager

Grafton, WI

$19/hr

Please note, compensation decisions are contingent on the facts and conditions for each job opening ... Provide in-store training for workforce management systems. * Assist Accounting and Payroll with ...

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All JobsContingent Workforce JobsContingent Workforce Manager JobsContingent Workforce Manager Jobs in Wisconsin

Contingent Workforce Manager information

See Wisconsin salary details

$60.7K

$111.9K

$161.2K

How much do contingent workforce manager jobs pay per year?

As of Jul 15, 2026, the average yearly pay for contingent workforce manager in Wisconsin is $111,871.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,422.00 and $137,426.00 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 Wisconsin? The most popular types of Contingent Workforce jobs in Wisconsin are:
What are popular job titles related to Contingent Workforce Manager jobs in Wisconsin? For Contingent Workforce Manager jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Manager jobs in Wisconsin look for? The top searched job categories for Contingent Workforce Manager jobs in Wisconsin are:
What cities in Wisconsin are hiring for Contingent Workforce Manager jobs? Cities in Wisconsin with the most Contingent Workforce Manager job openings:
Contingent Workforce Manager jobs near you
Infographic showing various Contingent Workforce Manager job openings in Wisconsin as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 20% Part Time, 2% Temporary, and 2% Contract. Highlights an 93% Physical, 1% Hybrid, and 6% Remote job distribution, with an average salary of $111,871 per year, or $53.8 per hour.
Talent Acquisition Partner - Skilled Trades & Manufacturing

Talent Acquisition Partner - Skilled Trades & Manufacturing

Global Power Components

Milwaukee, WI • On-site

Full-time

Posted 8 days ago

Global Power Components rating

7.8

Company rating: 7.8 out of 10

Based on 13 frontline employees who took The Breakroom Quiz

183rd of 430 rated machine equipment manufacturers

Job description

Title: Talent Acquisition Partner - Skilled Trades & Manufacturing
Company: Global Power Components - www.globalpowercomponents.com
Location: Milwaukee, WI (onsite 5-days/week)
Hire Type: Direct Hire
Position Summary:
The Talent Acquisition Partner - Skilled Trades & Manufacturing owns the staffing agency relationship and requisition strategy for an assigned site/agency portfolio, driving the pipeline that keeps production roles filled. This role exercises independent judgment across every stage of the hiring cycle - from managing agency partnerships, to making candidate slate decisions, to recommending pipeline improvements based on hiring data. Reporting to the Talent Acquisition Manager, the Talent Acquisition Partner works in close daily partnership with the Site HR Manager and Site Supervisors to align hiring with production priorities, while coordinating with the Contingent Workforce Coordinator on conversion visibility and with HR Coordinators on onboarding logistics.
Key Responsibilities:
Agency Partnership Ownership
  • Own the primary staffing agency partnership(s) (1-2 agencies) for an assigned site/portfolio, with independent decision-making authority over day-to-day agency management
  • Serve as the main point of contact for agency partners, holding them accountable to fill rates, quality, and service expectations
  • Escalate agency contract or performance issues to the Talent Acquisition Manager, along with clear recommendations for resolution
Requisition Strategy
  • Design and execute requisition strategy for the assigned site/agency portfolio, adjusting sourcing approach based on role type, volume, and urgency
  • Continuously evaluate whether current strategy is meeting site staffing needs and adjust proactively
Pipeline Management & Candidate Decisions
  • Track candidate pipeline and status across all open production requisitions
  • Exercise independent judgment on candidate slate decisions, determining which candidates move forward to hiring supervisors
  • Analyze hiring metrics (fill rate, time-to-fill, agency performance) and recommend pipeline improvements based on findings
Site Partnership
  • Partner with the Site HR Manager on daily site priorities, ensuring recruiting activity reflects real-time production staffing needs
  • Maintain regular communication with Site Supervisors to understand evolving headcount and role requirements
Conversion & Onboarding Coordination
  • Support conversion pipeline visibility in partnership with the Contingent Workforce Coordinator, ensuring a clear view of contingent-to-direct hire progression
  • Coordinate onboarding logistics with HR Coordinators (Onboarding) to ensure new hires are set up for a smooth start

Requirements:
  • 3+ years of experience managing staffing agency relationships, ideally in a high-volume or production/industrial hiring environment
  • Demonstrated ability to make independent, sound judgment calls on candidate decisions and agency management
  • Comfort analyzing hiring data and translating findings into actionable pipeline recommendations
  • Strong cross-functional collaboration skills, with experience partnering across HR, site leadership, and contingent workforce functions
  • Ability to manage multiple requisitions and priorities in a fast-paced manufacturing environment
  • Bachelor's degree preferred, or equivalent recruiting experience
  • Bilingual (Spanish) strongly preferred
  • Manufacturing or industrial environment experience preferred
  • Experience with Workday Recruiting or comparable ATS required

Equal Opportunity Employer/Minorities/Women/Veterans/Disabled
Global Power Components is an Equal Opportunity and Affirmative Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

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