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Contingent Workforce Program Manager Jobs in Hartford, CT

Voya Financial

AVP, Workforce Solutions

Hartford, CT · On-site

Experience with Genesys, workforce management platforms, reporting and visualization tools, and workflow management solutions. * Experience leading enterprise-scale workforce optimization programs ...

FAVARH

AVP, Workforce Solutions

Hartford, CT · On-site

Experience with Genesys, workforce management platforms, reporting and visualization tools, and workflow management solutions. * Experience leading enterprise-scale workforce optimization programs ...

Amazon

Sr. Operations Manager

Windsor, CT · On-site

Our Sr. Operations Managers are responsible for all budgetary, people development and operations ... a contingent workforce during peak seasons - Bachelor's degree in Engineering, Operations or ...

The Whiteside Agency

Counsel - Employment Law

Hartford, CT · On-site

$126K - $208K/yr

... hour, contingent workforce issues, training, restrictive covenants, employment arbitration and ... Wellness Program: The Travelers wellness program is comprised of tools, discounts and resources ...

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 ...

GT Independence

Contact Center Manager

Southington, CT · On-site

$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 ...

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Contingent Workforce Program Manager information

See Hartford, CT salary details

$38.5K

$107.5K

$157K

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

As of Jul 27, 2026, the average yearly pay for contingent workforce program manager in Hartford, CT is $107,469.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,500.00 and $132,500.00 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 job categories do people searching Contingent Workforce Program Manager jobs in Hartford, CT look for? The top searched job categories for Contingent Workforce Program Manager jobs in Hartford, CT are:
What cities near Hartford, CT are hiring for Contingent Workforce Program Manager jobs? Cities near Hartford, CT 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 Hartford, CT as of July 2026, with employment types broken down into 1% As Needed, 71% Full Time, 21% 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 $107,469 per year, or $51.7 per hour.
Director, Talent Acquisition - Full Time - Hartford, CT

Director, Talent Acquisition - Full Time - Hartford, CT

Connecticut Children's

Hartford, CT • On-site

$104K - $144K/yr

Other

Posted 25 days ago

Connecticut Children's Medical Center rating

7.7

Company rating: 7.7 out of 10

Based on 45 frontline employees who took The Breakroom Quiz

218th of 1,051 rated hospitals

Job description

Position Summary

The Director of Talent Acquisition leads a high-performing team of recruiting and onboarding professionals responsible for sourcing, selecting, and onboarding talent across Connecticut Children's clinical, operational, and administrative functions. 

This role serves as a strategic partner to senior leaders across the organization, driving recruiting excellence, improving candidate and hiring manager experience, and owning the end-to-end pre-employment process - including health clearance in partnership with Occupational Health. The Director reports to the VP, HR Operations and plays a key role in workforce planning and talent pipeline strategy.

Candidates residing in, or able to relocate to CT, MA, or NY will be considered.

Connecticut Children's is the only health system in Connecticut that is 100% dedicated to children. Established on a legacy that spans more than 100 years, Connecticut Children's offers personalized medical care in more than 30 pediatric specialties across Connecticut and in two other states. Our transformational growth establishes us as a destination for specialized medicine and enables us to reach more children in locations that are closer to home. Our breakthrough research, superior education and training, innovative community partnerships, and commitment to diversity, equity and inclusion provide a welcoming and inspiring environment for our patients, families and team members.

At Connecticut Children's, treating children isn't just our job - it's our passion. As a leading children's health system experiencing steady growth, we're excited to expand our team with exceptional team members who share our vision of transforming children's health and well-being as one team. 

Education and Experience Required:

Required

  • Bachelor's degree in Human Resources, Business, or related field.
  • 8 years of progressive talent acquisition experience, 3 years of leadership experience
  • Proven experience managing pre-employment processes and compliance-driven hiring environments
  • Experience with ATS platforms (e.g., Oracle, Workday, iCIMS) and recruiting analytics tools
  • Demonstrated track record of using data and insights to optimize recruitment strategies and drive cycle-time improvements
  • Experience working cross-functionally with HR Centers of Excellence (compensation, HRIS, benefits)

Preferred:

  • Master's Degree in Business or Human Resources
  • Healthcare or regulated industry experience
  • Experience leading contingent workforce programs

Knowledge, Skills, and Abilities:

Knowledge

  • Healthcare talent acquisition principles, including clinical and non-clinical recruiting workflows, licensure/credentialing requirements, and healthcare regulatory compliance (Joint Commission, CMS, state licensure bodies)
  • Pre-employment clearance processes including occupational health integration, background screening, and onboarding compliance frameworks in a healthcare setting
  • Contingent workforce governance models, including vendor management, co-employment risk, staffing agency partnerships, and policy design
  • HR technology ecosystems including ATS platforms, HRIS integration, data flows, and reporting architecture
  • Employment law and healthcare-specific regulatory requirements relevant to hiring, credentialing, and contingent labor

Skills

  • Designing and executing multi-year talent acquisition strategies aligned to organizational workforce plans, with demonstrable outcomes in time-to-fill and quality of hire
  • Building and sustaining recruiting analytics frameworks - dashboards, funnel metrics, conversion tracking - and translating data into leadership-ready narratives
  • Leading cross-functional process improvement initiatives across HR, Compliance, Finance, Legal, and clinical operations
  • Negotiating and managing vendor and staffing agency relationships, including contract oversight and performance accountability
  • Developing and coaching high-performing TA teams, including goal-setting, performance management, and capability building
  • Communicating complex workforce and hiring data clearly to senior and executive stakeholders

Abilities

  • Operate simultaneously at the strategic and operational level - setting multi-year direction while maintaining accountability for day-to-day hiring performance
  • Build credibility and trusted relationships with senior clinical and operational leaders, influencing without direct authority
  • Navigate ambiguity and competing organizational priorities without losing momentum on core delivery commitments
  • Drive sustainable process change across functions with varying levels of readiness or buy-in
  • Hold a team accountable to high service standards while maintaining a culture of operational excellence and continuous growth
  • Adapt sourcing and recruiting strategies rapidly in response to market shifts, workforce trends, or organizational pivots

Role Responsibilities

Strategic Talent Acquisition Leadership (20%)

  • Develop and execute a multi-year talent acquisition strategy aligned to organizational workforce needs
  • Lead the design and evolution of recruitment models, sourcing strategies, and workforce planning initiatives
  • Build strong talent pipelines across critical roles and hard-to-fill positions

Pre-Employment Clearance & Compliance (20%)

  • Oversee the pre-employment clearance and onboarding process, including occupational health, background checks, licensure verification, and other regulatory requirements
  • Ensure clearance processes are timely, compliant, and tightly integrated with onboarding and HR systems
  • Build long-term strategic plans for clearance, credentialing workflows, and operational efficiencies

Contingent Workforce Strategy (10%)

  • Define and manage strategies for contingent labor entry into the organization, including process design, policies, and vendor partnerships
  • Partner with HR, legal, finance, and supply chain to optimize contingent workforce governance

Analytics, Metrics & Operational Excellence (20%)

  • Develop and sustain data-driven recruiting processes and performance dashboards
  • Monitor, evaluate, and communicate key hiring and funnel metrics (e.g., time-to-fill, time-to-start, funnel conversion, vacancy impact)
  • Identify opportunities and drive initiatives to accelerate hiring cycle times and increase quality of hire
  • Use analytics and trend data to evaluate workforce needs and improve decision making

Cross-Functional Collaboration (10%)

  • Partner closely with Compensation, HR Systems & Analytics, Occupational Health, Compliance, hiring leaders, and other stakeholders to streamline hiring and onboarding workflows
  • Work with HR Systems leaders to enhance ATS and clearance systems, data flows, and reporting capabilities

Team Leadership (20%)

  • Lead and develop a high-performing Talent Acquisition team and clearance specialists
  • Foster a culture of service excellence, data-driven decision-making, and continuous improvement
  • Provide coaching, training, and performance management for TA team members

Performs other job-related duties as assigned.

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