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Contingent Workforce Program Manager Jobs in Oklahoma

Astrion

Deputy Academy Program Manager

Oklahoma City, OK · On-site

$108K/yr

Support workforce planning, training coordination, and staff development initiatives. * Ensure ... Step in as acting Program Manager when needed, ensuring continuity of leadership and operations.

Uofl

The Program Manager, with a specialty in operational technology testing and validation, will serve ... Continued employment is contingent upon the availability of funds. Key Responsibilities * Serve as ...

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All JobsContingent Workforce Program Manager JobsContingent Workforce Program Manager Jobs in Oklahoma

Contingent Workforce Program Manager information

See Oklahoma salary details

$35.5K

$99.2K

$145K

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

As of Jun 17, 2026, the average yearly pay for contingent workforce program manager in Oklahoma is $99,222.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,400.00 and $122,300.00 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 Oklahoma? For Contingent Workforce Program Manager jobs in Oklahoma, the most frequently searched job titles are:
What job categories do people searching Contingent Workforce Program Manager jobs in Oklahoma look for? The top searched job categories for Contingent Workforce Program Manager jobs in Oklahoma are:
Contingent Workforce Program Manager jobs near you
Infographic showing various Contingent Workforce Program Manager job openings in Oklahoma as of June 2026, with employment types broken down into 59% Full Time, 34% Part Time, and 7% Contract. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $99,222 per year, or $47.7 per hour.
Workforce Development Program Manager

Workforce Development Program Manager

NewView Oklahoma Inc

Oklahoma City, OK • On-site

$75K - $80K/yr

Full-time

Posted 22 hours ago

Be an early applicant

Job description

Position Title:

Workforce Development Program Manager

Reports To:

VP of Clinical and Rehabilitation Services

Department/Location:

Admin/501 N Douglas Ave Oklahoma City, OK 73106

Status:

Regular/Full-time, Salaried


NewView's Mission: We empower individuals who are blind or have low vision, maximizing their opportunities for independence through all stages of life.


NewView Values:

  • Commitment to Empower
  • Driven by Excellence
  • Compassion is Key
  • Leaders who Inspire


Position Summary: The Workforce Development Program Manager is responsible for the ongoing operational management, continuous improvement, and long-term sustainability of the “Ticket to Work” Program. This role leads the continued development of the organization’s workforce development initiatives, cultivates and stewards external partnerships with businesses, employers, and community partners, and supports meaningful employment outcomes for individuals who are blind or have low vision.

Essential duties and responsibilities (3-5 core functions representing 80% of time spent):

  • Oversee the ongoing operation and continuous improvement of the “Ticket to Work” Program, including tracking progress toward sustainability benchmarks and program development milestones within identified timeframes.
  • Serve as the primary liaison with Social Security Administration and Employment Networks.
  • Provide guidance and support to program participants, ensuring access to employment services and incentives.
  • Cultivate, steward, and expand relationships with businesses, employers, and community partners to advance workforce opportunities and outsourcing partnerships for individuals who are blind or have low vision.
  • Identify and develop new job opportunities that align with the skills and abilities of individuals who are blind or have low vision.
  • Establish workforce training programs to support career readiness and job placement.
  • Assist individuals with disabilities in career development, job search strategies, and job placement.
  • Educate participants on available work incentives and benefits counseling through CWIC certification.
  • Collaborate with other Rehab Clinic staff to support the Transition-Age Youth pre-employment transition services including job exploration counseling, workplace readiness training, and career exploration activities.
  • Provide ongoing support and monitoring of employment progress.
  • Ensure compliance with federal and state regulations related to the "Ticket to Work" program.
  • Maintain accurate records and prepare reports on program outcomes and participant progress.
  • Collaborate with internal teams to ensure seamless program integration and success.
  • Perform other tasks as assigned.


Qualifications (Minimum education, experience, training, licensure, certification):

  • Bachelor’s degree in Human Services, Business Administration, Vocational Rehabilitation, or a related field preferred.
  • Minimum of 3 years of experience in workforce development, vocational rehabilitation, or disability employment services.
  • Certified Work Incentive Coordinator (CWIC) required or willingness to obtain within the first year of employment.

Please rate the overall physical requirements of the job by checking one of the definitions below:


Light Work – Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly (Constantly: activity or condition exists 2/3 or more of the time) to move objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing the constant pushing and/or pulling of materials even though the weight of those materials is negligible. NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial setting, can be and is physically demanding of a worker even though the amount of force exerted is negligible.


Please note: Under the AbilityOne Program, NewView Oklahoma gives hiring preference to individuals who are legally blind. Any decision to disclose a disability by an applicant related to the hiring preference is completely voluntary. Requesting such information is also a part of our affirmative action efforts. The information that is disclosed will remain confidential. Also, your decision not to disclose disability status will not have a negative impact in the hiring process. NewView Oklahoma is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, gender identity, race, creed, color, national origin, honorably discharged veteran or military status, the presence of any sensory, mental or physical disability, the use of a dog guide or service animal by a person with a disability, or any other characteristic protected by federal, state, or local law.