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Contingent Workforce Program Manager Jobs in Massachusetts

Vrtx

Director, Workforce Planning

Boston, MA

$184K - $277K/yr

... management, and monthly and quarterly forecasts. * Partner with Finance to develop planning ... Planning exposure across labor categories, including employees, contingent workforce programs ...

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Contingent Workforce Program Manager information

See Massachusetts salary details

$42K

$117.4K

$171.5K

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

As of Aug 5, 2026, the average yearly pay for contingent workforce program manager in Massachusetts is $117,360.00, according to ZipRecruiter salary data. Most workers in this role earn between $86,800.00 and $144,700.00 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?

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 Massachusetts? For Contingent Workforce Program Manager jobs in Massachusetts, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Program Manager jobs in Massachusetts look for? The top searched job categories for Contingent Workforce Program Manager jobs in Massachusetts are:
Contingent Workforce Program Manager jobs near you
Infographic showing various Contingent Workforce Program Manager job openings in Massachusetts as of July 2026, with employment types broken down into 1% As Needed, 70% Full Time, 22% Part Time, 1% Temporary, 5% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $117,360 per year, or $56.4 per hour.

Vice President/Principal - Contingent Workforce Lead

Careers at KKR

Boston, MA

Other

Posted 12 days ago

Job description

Position Summary

Establish and lead KKR's enterprise-wide contingent workforce program - its strategy, governance, supplier ecosystem, technology, and analytics. The role brings visibility, control, and cost discipline to external labor spend through a scalable, compliant, data-driven operating model.

As the central owner of the program, this individual is accountable for all non-employee labor channels - contractors, consultants, project-based resources, advisors, and outsourced services. Success depends on close partnership with Strategic Sourcing, Human Capital, Finance, Technology, Legal, Risk, Compliance, Vendor Management Office, and business leadership.

Scope of Role

This new role owns strategy, governance, and reporting for the entire contingent workforce population across the firm. It is not a day-to-day manager of contingent workers - operational, task-level management of each worker remains with the business unit the worker supports. The Program Lead sets the framework, standards, and visibility within which those engagements operate.

Key ResponsibilitiesStrategy, Governance & Workforce Planning
  • Own KKR's global contingent workforce strategy and governance framework, aligned to business objectives, regulatory requirements, and risk standards.
  • Establish the policies, intake workflows, approval gates, and engagement criteria that govern contingent labor and outsourced services.
  • Build a centralized operating model giving clear visibility into utilization, supplier activity, workforce composition, and spending.
  • Partner with business leaders, Strategic Sourcing, Finance, Vendor Management, and Human Capital to embed contingent labor into workforce planning and budgeting.
  • Advise on workforce mix, skills availability, labor-market trends, and cost to inform staffing decisions and engagement models.
Supplier Management
  • Partner with Strategic Sourcing to run preferred-supplier programs, reduce fragmentation and drive negotiations.
  • Govern the end-to-end worker lifecycle framework: intake, onboarding, extensions, contractor-to-FTE conversions, and offboarding.
  • Establish supplier scorecards and performance metrics
  • Govern contingent labor spend and adherence to negotiated contracts and rate cards; Collaborate with Finance on budgeting and forecasting inputs.
Technology, Data & Analytics
  • Define the business requirements and roadmap for the contingent workforce technology stack, and own data quality as the program's single source of truth.
  • Partner with Sourcing and Technology on vendor evaluations and platform selection.
  • Oversee enhancements to the CW technology stack to strengthen visibility, governance, and reporting.
  • Build enterprise dashboards and KPIs spanning spend, supplier performance, time-to-fill, utilization, workforce composition, and compliance.
Risk, Compliance & Audit
  • Own worker classification and co-employment risk in partnership with Legal and Human Capital, including tenure limits and engagement standards.
  • Ensure practices comply with internal policy, regulatory and contractual obligations, and information-security requirements.
  • Run periodic audits of workforce data, supplier activity, classifications, and program compliance; support audit readiness and regulatory reporting
  • Partner with Compliance on background screening and with Technology and InfoSec on access controls and data protection.
Stakeholder Engagement & Reporting
  • Serve as the trusted advisor on contingent workforce strategy, governance, and external labor-market.
  • Deliver regular reporting and recommendations to senior leadership on workforce trends, supplier performance, compliance, risk, and cost optimization.
  • Develop executive dashboards and presentations that drive informed workforce and sourcing decisions.
Qualifications
  • 9-12 years in contingent workforce management, workforce governance, strategic sourcing, vendor management, or related fields.
  • Proven success designing and leading contingent workforce programs in complex, global organizations.
  • Hands-on experience with supplier relationships, supplier ecosystems, and CW governance frameworks.
  • Strong command of contingent workforce technology - VMS/MSP platforms, HRIS, and ERP integrations.
  • Track record building workforce analytics, KPIs, and executive dashboards.
  • Ability to operate in an unstructured, fast-moving environment with an entrepreneurial mindset.
  • Demonstrated ability to influence senior stakeholders and lead cross-functional initiatives in a highly matrixed setting.
  • Strong analytical, program management, and change-leadership skills.
  • Financial services or other highly regulated industry experience preferred.
  • Comfort using AI-powered tools to improve productivity and quality of work
  • Curiosity about and openness to adopting emerging AI technologies in day-to-day workflows
  • Ability to critically evaluate AI-generated outputs for accuracy and relevance

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