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Contingent Workforce Program Manager Jobs in Saint Paul, MN

Hammer & NER

Program Director

Wayzata, MN · Hybrid

$69K/yr

Champion workforce development and career advancement initiatives for direct care staff. Oversee onboarding and training for Program Managers, ensuring alignment with organizational standards. Mentor ...

Hammer Residences

Program Director

Wayzata, MN · On-site

$69K/yr

... workforce development and career advancement initiatives for direct care staff. • Oversee onboarding and training for Program Managers, ensuring alignment with organizational standards. • Mentor ...

Stem Xpert

Hadoop developer

Minneapolis, MN · On-site

... contingent workforce solutions. It operates in seven business segments including Commercial ... It also offers outsourcing, consulting, recruitment, career transition, and vendor management ...

Hammer & NER

Program Director

Wayzata, MN · On-site

$69K/yr

... workforce development and career advancement initiatives for direct care staff. · Oversee onboarding and training for Program Managers, ensuring alignment with organizational standards. · Mentor ...

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All JobsContingent Workforce Program JobsContingent Workforce Program Manager JobsContingent Workforce Program Manager Jobs in Saint Paul, MN

Contingent Workforce Program Manager information

See Saint Paul, MN salary details

$38.9K

$108.7K

$158.8K

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

As of Sep 6, 2026, the average yearly pay for contingent workforce program manager in Saint Paul, MN is $108,683.00, according to ZipRecruiter salary data. Most workers in this role earn between $80,400.00 and $134,000.00 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 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 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 Saint Paul, MN?

For Contingent Workforce Program Manager jobs in Saint Paul, MN, the most frequently searched job titles are:

What job categories do people searching Contingent Workforce Program Manager jobs in Saint Paul, MN look for?

The top searched job categories for Contingent Workforce Program Manager jobs in Saint Paul, MN are:

Contingent Workforce Program Manager jobs near you
Infographic showing various Contingent Workforce Program Manager job openings in Saint Paul, MN as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $108,683 per year, or $52.3 per hour.

Program Manager - Employee Experience

Bluestone Physician Services

Stillwater, MN • On-site

$85K - $100K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 4 days ago

Job description

Bluestone delivers great outcomes by bringing exceptional care to patients living with complex, chronic conditions and disabilities. Our unique, robust model of care goes beyond primary care services - our multidisciplinary care teams collaborate with patients, their families and other healthcare providers to deliver care that is preventative, proactive and tailored to their unique needs.
Using an evidence-based approach focused on quality care management and data-driven medical decisions, Bluestone care teams collaborate to manage patients' chronic conditions, address social determinants of health, manage transitions to and from inpatient settings, provide behavioral health support and more. Under our model of care, Bluestone patients experienced 21% fewer ER visits, 36% fewer hospitalizations and 41% fewer hospital readmissions compared to patients with similar conditions and complexities over the same time period.
Our care teams travel directly to patients who reside in Assisted Living, Memory Care and Group Home communities throughout Minnesota, Wisconsin and Florida and are supported by clinical operations and administrative colleagues who work remotely or at our corporate offices in Stillwater, Minnesota, and Tampa, Florida.
Our success is only possible through the hard work of our employees who bring our core values of Dedication, Excellence, Collaboration and Caring to life every day. Bluestone has been named to the Star Tribune's Top Workplace list for the 14th year in a row! Bluestone also achieved Top Workplace USA 2021-2026! In 2022, Bluestone Accountable Care Organization (ACO) was the best performing ACO in the country as measured by the overall savings per Medicare beneficiary.
Position Overview:
We are seeking a program leader to join our lean, high-impact HR team as the Program Manager - Employee Experience. In a healthcare environment, culture and retention are directly linked to operational excellence, staff well-being, and quality patient care.
Schedule & Location: This role requires a local Minnesota candidate who can work on-site at our downtown Stillwater, MN office 1 to 2 days per week, with hybrid flexibility for the remaining days.
Travel: Occasional travel required (10% or less), primarily to attend the Annual Provider Conference, Bluestone Connect Events in the Bluestone markets (Minnesota, Wisconsin, Florida), and select marketing functions throughout the year.
Salary Range: $85,000 - $100,000. Salary commensurate with experience.
Responsibilities:
  • Data, Analytics & Retention Strategy (50%)
    • Survey Administration: Own the end-to-end administration of all employee feedback mechanisms (annual engagement surveys, pulse surveys, onboarding checkpoints, exit/stay interviews).
    • Predictive Insights: Translate qualitative and quantitative sentiment data into clear, actionable dashboards for executive leadership and department heads, identifying turnover risks before they escalate.
    • Manager Empowerment: Develop standardized action-planning toolkits, stay-interview frameworks, and intervention playbooks for business unit leaders to deploy within their specific teams.
    • Metric Ownership: Track critical retention metrics-including 90-day onboarding attrition, department-level turnover, manager effectiveness scores, and engagement sentiment.
  • Strategic Internal Communications (30%)
    • Executive & Organizational Comms: Partner with executive leadership to design clear, transparent change-management communications and organizational updates.
    • Culture Narrative: Craft messaging that reinforces company values, strategic milestones, and employee value proposition across a multi-site healthcare workforce.
    • Feedback Loops: Maintain active, two-way feedback channels between frontline healthcare staff and leadership to foster trust and psychological safety.
  • Culture-Building & Recognition Frameworks (20%)
    • Recognition Systems: Design, scale, and manage enterprise-wide recognition frameworks that celebrate employee milestones and clinical/operational performance.
    • High-Impact Events: Oversee the strategic direction, theme, and ROI for a select few signature annual cultural events (supported by executive administrative resources for tactical execution).
    • Employer Brand: Align internal cultural initiatives with external employer brand efforts to boost frontline talent attraction and pride.

Qualifications:
Education/Certification/Experience
  • Bachelor's degree in Communications, Public Relations, Journalism, Marketing, or a related field required. (Master's degree preferred).
    Minimum of 5-7 years of progressive experience in corporate communications, internal communications, or public relations

Knowledge/Skills/Abilities
  • Demonstrated ability to analyze engagement data, spot retention trends, and present executive-ready insights.
  • Exceptional stakeholder management skills; proven ability to coach and hold operational leaders accountable across a matrixed organization.
  • Exceptional written and verbal communication skills; capable of writing for both executive audiences and frontline staff.
  • Experience designing repeatable processes, managing cross-functional roadmaps, and managing program governance.
  • Demonstrated compatibility with Bluestone's purpose, core focus, and core values
  • Demonstrated ability to read, write, speak, and understand the English language

Bluestone Benefits:
  • Health Insurance
  • Dental Insurance
  • Vision Materials Insurance
  • Company paid Life Insurance
  • Company paid Short and Long-term Disability
  • Health Savings Account (with employer contribution)
  • Flexible Spending Account (FSA)
  • Retirement plan with 4% matching contributions
  • Nine (9) paid holidays for office closures
  • Three weeks (15 Days) Paid Time Off (PTO)
  • Mileage reimbursement program for field employees
  • Company sponsored cell phone, laptop and computer accessories

Pay Transparency
$85,000-$100,000 USD

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