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Contingent Workforce Program Manager Jobs in Catoosa, OK

Quality Huts

Shift Manager

Pryor, OK · On-site

$13 - $16.50/hr

We offer the following benefit and perks programs: limited medical & dental benefits, education ... We've got great jobs for people just starting out in the workforce, looking for a flexible second ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

System One

HR Manager

Tulsa, OK · On-site

$100/hr

... workforce planning. * Serve as a trusted advisor to leadership on employee relations, performance management, and personnel matters. * Develop and implement HR policies, procedures, and programs that ...

Pizza Hut

Shift Manager

Pryor, OK · On-site

$13 - $16.50/hr

We offer the following benefit and perks programs: limited medical & dental benefits, education ... We've got great jobs for people just starting out in the workforce, looking for a flexible second ...

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All JobsContingent Workforce Program JobsContingent Workforce Program Manager JobsContingent Workforce Program Manager Jobs in Catoosa, OK

Contingent Workforce Program Manager information

See Catoosa, OK salary details

$35K

$97.6K

$142.5K

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

As of Aug 11, 2026, the average yearly pay for contingent workforce program manager in Catoosa, OK is $97,564.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,200.00 and $120,300.00 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?

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 job categories do people searching Contingent Workforce Program Manager jobs in Catoosa, OK look for? The top searched job categories for Contingent Workforce Program Manager jobs in Catoosa, OK are:
Contingent Workforce Program Manager jobs near you
Infographic showing various Contingent Workforce Program Manager job openings in Catoosa, OK as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, 1% Temporary, and 3% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $97,564 per year, or $46.9 per hour.

Manager, Talent Acquisition

MIRATECH Corporation

Tulsa, OK • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 15 days ago

Job description

Reports to: SVP - Human Resources
Cooperates with: All Departments
Primary Responsibility: The Manager, Talent Acquisition is responsible for developing and executing recruitment strategies that attract, engage, and hire top talent across the organization. This role leads full-cycle recruiting efforts, manages recruitment processes and systems, partners with business leaders to understand workforce needs, and drives initiatives that strengthen the company's employer brand and talent pipeline, while elevating team efficiency and consistency. Additionally, the TA Manager balances active requisition ownership with coaching, delegation, and process reinforcement, leads recruiters across locations, and overall hiring outcomes as the function continues to scale.
What You'll Do:
Talent Acquisition Strategy
  • Develop and implement talent acquisition strategies aligned with organizational goals and workforce planning initiatives.
  • Partner with leadership and hiring managers to identify current and future hiring needs.
  • Analyze labor market trends and recommend innovative sourcing approaches.
  • Create and maintain talent pipelines for critical and hard-to-fill positions.

Recruitment Management
  • Oversee full-cycle recruitment, including sourcing, screening, interviewing, selection, offer negotiation, and onboarding coordination.
  • Ensure a positive and consistent candidate experience throughout the hiring process.
  • Manage recruitment workflows and ensure compliance with company policies and employment laws.
  • Monitor and improve recruitment metrics, including time-to-fill, cost-per-hire, quality-of-hire, and candidate satisfaction.

Team Leadership
  • Lead, coach, and develop talent acquisition specialists across company's various locations.
  • Establish performance goals and provide ongoing feedback to recruiting team members.
  • Foster a culture of accountability, collaboration, and continuous improvement.

Process, Systems & Metrics
  • Reinforce established recruiting processes, work instructions, and compliance standards.
  • Maintain and enhance recruiting tools and resources, including the ATS, SharePoint site, and Recruiting & Onboarding Tracker.
  • Monitor team workload, pipeline health, and time-to-hire trends.
  • Identify gaps or inefficiencies and recommend process improvements to scale the function.

Stakeholder Partnership
  • Serve as a trusted advisor to business leaders on talent market conditions, hiring strategies, and workforce planning.
  • Support workforce planning conversations by providing recruiting insights and market feedback.
  • Collaborate with all departments to support talent initiatives.
  • Facilitate hiring manager training with interviewing, candidate evaluation, and selection best practices.

Employer Branding and Candidate Engagement
  • Strengthen the organization's employer brand through recruitment marketing initiatives.
  • Build relationships with universities, professional associations, community organizations, and industry networks.
  • Represent the company at career fairs, networking events, and recruiting campaigns.

Compliance and Reporting
  • Ensure recruiting activities comply with federal, state, and local employment regulations.
  • Maintain accurate recruiting records and reporting dashboards.
  • Generate and present recruitment performance reports to leadership.

Qualifications:
Required
  • Bachelor's degree in Human Resources, Business Administration, or a related field.
  • 7+ years of talent acquisition or recruiting experience.
  • 3+ years of leadership or people management experience.
  • Strong knowledge of recruitment strategies, sourcing techniques, and selection methodologies.
  • Experience using Applicant Tracking Systems (ATS) and recruiting technologies.
  • Excellent communication, relationship-building, and negotiation skills.
  • Strong analytical and problem-solving abilities.

Preferred
  • Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or Talent Acquisition Specialty credentials.
  • Experience supporting high-volume, technical, or multi-site recruiting environments.
  • Knowledge of workforce planning and talent analytics.

Key Competencies
  • Strategic Thinking
  • Leadership and Team Development
  • Stakeholder Management
  • Data-Driven Decision Making
  • Relationship Building
  • Project Management
  • Change Management
  • Business Acumen
  • Organized, detail-oriented, and comfortable managing competing priorities.
  • Clear, direct communicator with recruiters, hiring managers, and leaders.
  • Calm and solutions-focused in fast-paced environments.
  • Trusted partner who leads with accountability and follow-through.

Success Measures
  • Achievement of hiring goals and workforce plans.
  • Reduction in time-to-fill and cost-per-hire.
  • Improvement in candidate and hiring manager satisfaction.
  • Increased quality of hire and retention rates.
  • Development of strong talent pipelines for critical positions.

Benefits and Perks:
  • Health, Dental & Vision Insurance
  • Annual Bonus Program
  • $350 Annual Wellness Credit
  • Flexible Spending Account (FSA)
  • 401k with match up to 5%
  • Life insurance
  • Disability insurance
  • 6 days of paid sick leave annually
  • 15 days PTO annually (prorated based on start date)
  • $350 Production Reimbursement Program

Equal Opportunity: MIRATECH is an equal opportunity employer and supports a diverse and inclusive workforce. All employment practices are based on qualification and merit, without regards to race, color, national origin, ancestry, religion, age, sex, gender identity, sexual orientation or preference, marital status or spousal affiliation, physical or mental disability, medical conditions, pregnancy, status as a protected veteran, genetic information, or citizenship within the limits imposed by federal laws and regulations.

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