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Contingent Workforce Program Manager Jobs in Indiana

RILEY DECKER, INC.

Area Manager

Plainfield, IN

The Area Manager acts as an on-site extension of the client's HR function, managing all aspects of the client contingent workforce, to include business relationship development, recruitment ...

Alluvionic

Deputy Program Manager II

Crane, IN · On-site

$116.40K/yr

Contingent upon award of Contract. Responsibilities: * Program Managers are concerned with the overall planning, direction and success of major programs, systems development efforts, and research or ...

Alluvionic

Deputy Program Manager II

Crane, IN · On-site

$116.40K/yr

Contingent upon award of Contract. Responsibilities: * Program Managers are concerned with the overall planning, direction and success of major programs, systems development efforts, and research or ...

Carrier

Technology Program Manager

Fort Wayne, IN

$96K - $192K/yr

We continue to lead because of our world-class, inclusive workforce that puts the customer at the ... About This Role As a Technology Program Manager , you will serve as the lead Project Manager for ...

Powers Health

Manager UKG Workforce Solutions

Munster, IN · On-site

$49.80 - $75.09/hr

The UKG Workforce Solutions Manager will provide leadership and technical oversight for all ... Our comprehensive benefits program includes, but is not limited to: * Medical, dental and vision ...

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Contingent Workforce Program Manager information

See Indiana salary details

$36.6K

$102.3K

$149.4K

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

As of May 30, 2026, the average yearly pay for contingent workforce program manager in Indiana is $102,255.00, according to ZipRecruiter salary data. Most workers in this role earn between $75,600.00 and $126,100.00 per year, depending on experience, location, and employer.

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 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 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 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 popular job titles related to Contingent Workforce Program Manager jobs in Indiana? For Contingent Workforce Program Manager jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Program Manager jobs in Indiana look for? The top searched job categories for Contingent Workforce Program Manager jobs in Indiana are:
What cities in Indiana are hiring for Contingent Workforce Program Manager jobs? Cities in Indiana with the most Contingent Workforce Program Manager job openings:
Contingent Workforce Program Manager jobs near you
Area Manager

Area Manager

RILEY DECKER, INC.

Plainfield, IN

Other

Medical, Dental, Vision, Retirement, PTO

Posted 27 days ago

Job description

Job Description: Area Manager The primary objective of the Area Manager is to provide day-to-day leadership and management to ensure the client receives the highest level of quality service in a timely and cost-effective manner. This includes management of the account, client relationships, talent relationships, team management and development. The Area Manager acts as an on-site extension of the client's HR function, managing all aspects of the client contingent workforce, to include business relationship development, recruitment, selection, and management of the contingent employees.Primary Responsibilities, Tasks and Duties:
Build and maintain strategic partnership with the client through an extensive and detailed understanding of the client's business, strategic direction, processes, and policies.Maintain close contact with the key principles at the account to ensure the highest level of client satisfaction possible.Build and maintain a talent pipeline that aligns with the client's needs and output requirements.
Manage and coach the team and regularly evaluate.
Consistent execution of recruiting plan to ensure the right quantity and quality of talent.
Screen and select candidates according to client specific job profiles and workforce forecasts.
Comply with all operational standards and employment laws and regulations.
Build top of mind awareness, which fosters a consultative relationship and increased business with the on-site client.Market talent's skills, knowledge and abilities to the right departments by making the best match for the client and the talent.Consistently exceed client and talent expectations, and stay ahead of the staffing industry by offering innovative, creative, and effective employment solutions.Staffing and Recruiting:Create a positive and friendly environment within the office that welcomes all associates coming into the office looking for employment.Interview incoming applicants based on the interview process which can include application, E-Verify, Background Checks, Orientation Packets, Direct Deposit information, and other client specific paperwork as defined.Fill job orders in an efficient manner to include making sure the best candidate is placed based on the job description. Perform arrival and performance calls based on client protocol.Serve as liaison between employees and clients, counseling employees as needed on dress code, performance, attendance, and other job related matters.Change or terminate assignments based on established criteria and client initiatives.
Attract, evaluate, screen, and match applicants to employment opportunities, insuring efforts for filling job orders is based on utilizing current quality employees before investing in costs associated with hiring new employees.Participate in job fairs, recruiting campaigns, and utilizing Careerbuilder.com and other recruiting techniques to ensure the pool of candidates meets the anticipated staffing needs for new and current customers.Provide excellent customer service to ensure complete satisfaction for all individuals interacting with The Job Center.Why work with our team as an Area Manager:Health, Dental and Vision Insurance15 Days of PTO
401K
Energized environment
Team lunches
Team outings
PPE Provide & safe workspace provided
Tons of swag
Weekly training
Supportive leadership staff

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