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Contingent Workforce Program Manager Jobs in Connecticut

GT Independence

Contact Center Manager

Southington, CT

$70K - $80K/hr

The Program Manager provides real-time support to operations staff to ensure payroll timeliness ... GT strives to create a workforce that reflects the communities we serve. We recognize that our ...

GT Independence

Contact Center Manager

Southington, CT · On-site

The Program Manager provides real-time support to operations staff to ensure payroll timeliness ... GT strives to create a workforce that reflects the communities we serve. We recognize that our ...

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All JobsContingent Workforce Program JobsContingent Workforce Program Manager JobsContingent Workforce Program Manager Jobs in Connecticut

Contingent Workforce Program Manager information

See Connecticut salary details

$36.6K

$102.2K

$149.4K

How much do contingent workforce program manager jobs pay per year?

As of Aug 3, 2026, the average yearly pay for contingent workforce program manager in Connecticut is $102,226.00, according to ZipRecruiter salary data. Most workers in this role earn between $75,600.00 and $126,000.00 per year, depending on experience, location, and employer.

What is a Contingent Workforce Program Manager?

A Contingent Workforce Program Manager is responsible for overseeing an organization’s temporary, contract, and freelance workforce. They manage the strategies, policies, and processes related to hiring and utilizing contingent workers, ensuring compliance and cost-effectiveness. Their role typically includes coordinating with staffing agencies, monitoring vendor performance, and ensuring that workforce needs align with business goals. They also help mitigate risk and improve the efficiency of non-permanent labor within the company.

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

To thrive as a Contingent Workforce Program Manager, you need expertise in workforce planning, vendor management, and compliance, usually supported by a bachelor's degree in business or HR. Familiarity with Vendor Management Systems (VMS), contingent labor platforms, and relevant certifications like SIA's CCWP are highly valuable. Strong negotiation, relationship-building, and analytical skills help manage multiple stakeholders and drive program success. These skills ensure efficient oversight of contingent labor, cost-effectiveness, and risk mitigation for the organization.

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

AspectContingent Workforce Program ManagerStaffing Coordinator
CredentialsTypically requires experience in workforce management, certifications like PMP or staffing-specific credentialsOften requires HR or recruiting certifications, or relevant experience
Work EnvironmentManages large-scale contingent workforce programs, collaborates with vendors and internal teamsCoordinates staffing needs, screens candidates, and schedules interviews
Employer & Industry UsageUsed in industries with significant temporary staffing needs like IT, manufacturing, and healthcareCommon in HR departments across various industries for day-to-day staffing tasks

The Contingent Workforce Program Manager focuses on overseeing large-scale contingent staffing programs, vendor relations, and strategic workforce planning. In contrast, the Staffing Coordinator handles the operational aspects of recruiting, scheduling, and candidate management. Both roles are essential in workforce management but differ in scope and strategic involvement.

What are some common challenges faced by Contingent Workforce Program Managers and how can they be addressed?

Contingent Workforce Program Managers often encounter challenges such as managing compliance across multiple vendors, ensuring consistent onboarding processes, and maintaining visibility into the performance of temporary staff. These challenges can be addressed by implementing standardized procedures, leveraging workforce management technology, and fostering strong relationships with staffing partners. Being proactive in communication and regularly reviewing program metrics also help in identifying areas for improvement and ensuring the program aligns with organizational goals.
What are popular job titles related to Contingent Workforce Program Manager jobs in Connecticut? For Contingent Workforce Program Manager jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Program Manager jobs in Connecticut look for? The top searched job categories for Contingent Workforce Program Manager jobs in Connecticut are:
What cities in Connecticut are hiring for Contingent Workforce Program Manager jobs? Cities in Connecticut with the most Contingent Workforce Program Manager job openings:
Contingent Workforce Program Manager jobs near you
Infographic showing various Contingent Workforce Program Manager job openings in Connecticut as of July 2026, with employment types broken down into 62% Full Time, and 38% Part Time. Highlights an 100% In-person job distribution, with an average salary of $102,226 per year, or $49.1 per hour.

Program Supervisor - Certification

General Dynamics Electric Boat

Groton, CT • On-site

Full-time

Posted 3 days ago

New

General Dynamics Electric Boat rating

8.3

Company rating: 8.3 out of 10

Based on 164 frontline employees who took The Breakroom Quiz

68th of 536 rated manufacturers

Job description

The COLUMBIA Class is the Nation’s Top Strategic Defense Priority. Construction is underway and requires continuous success through construction, test, and certification to meet the Nation’s Defense needs. This position level will provide focused program management of EB’s readiness to execute CLB certification, starting with test key events, and progressing through end-game Big C events. The supervisor will have multiple program representatives on their team and lead this team as a well-organized, excellent communicator, and strategic thinker while also being able to tactically address issues professionally. The supervisor must continuously measure each functional area's performance against key objectives and initiate prompt corrective action(s) when required.

The supervisor must have a strong focus on leadership and workforce development, and will heavily engage in collaboration to solve complex programmatic design, construction, operations, inspection, testing, and engineering issues. 

This position provides a unique platform to lead through the successful readiness to execute CLB certification. Candidates will be expected to balance multiple competing priorities while maintaining focus on quality, schedule, and cost performance requirements.

Responsibilities include, but are not limited to:

  • Lead all functional areas with certification readiness, execution, and delivery of COLUMBIA Class Submarines from the Groton Shipyard, including driving technical requirements through all the certification business systems
  • Daily oversight and programmatic management of COLUMBIA Class certification
  • Provide prioritization of EB and government technical, execution and programmatic teams support of certification leading to cognizant EB technical and administrative experts, when required, to resolve emergent certification issues in a time critical environment
  • Support weekly / daily reports of issues and actions to COLUMBIA Program Management
  • Support management level out briefs to all levels of EB management and customers (SOSG and PMS 397, RPCO and NNL, NRRO and NR), including metrics creation"

Required:

  • A minimum of 10 years’ experience at Electric Boat and/or Navy experience in any of the following or combination of organizations: design/engineering, quality, ship’s management, operations, inspection, test, and/or program office
  • Bachelor's Degree 

Preferred:

  • Bachelor's of Science Degree in Engineering (or higher) 
  • Member or leader of a team that executed at least one certification
  • Teamcenter Experience

Skills:

  • Understanding the business systems that support certifications, including the technical requirements implemented in those business systems
  • Demonstrated ability to adapt to changing schedules & priorities
  • Demonstrated ability to apply innovative thinking and problem solving to resolve complex problems
  • Demonstrated ability to identify risks and opportunities and manage them accordingly
  • Effectively communicate both verbally and in writing to all EB levels internal and customers
  • Develop and instill trust in others
  • Establish and maintain effective customer relations
  • Motivate others to seek improvements, change, or develop new processes
  • Experience in Microsoft products suite and PowerBI
  • The applicant must be committed to drive employee development, process improvement, and knowledge capture/transfer, including creation and use of metrics

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