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Contingent Workforce Program Manager Jobs in Willingboro, NJ

Melior

AI Program Manager (Remote)

Philadelphia, PA · Remote

$90K - $130K/yr

Workforce Adoption. We help companies build an AI-first culture - setting AI policy and tool ... The Role As an AI Program Manager, you'll work directly with our executive team to lead client ...

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All JobsContingent Workforce Program JobsContingent Workforce Program Manager JobsContingent Workforce Program Manager Jobs in Willingboro, NJ

Contingent Workforce Program Manager information

See Willingboro, NJ salary details

$38.4K

$107.3K

$156.7K

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

As of Aug 20, 2026, the average yearly pay for contingent workforce program manager in Willingboro, NJ is $107,275.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,400.00 and $132,300.00 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 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 job categories do people searching Contingent Workforce Program Manager jobs in Willingboro, NJ look for?

The top searched job categories for Contingent Workforce Program Manager jobs in Willingboro, NJ are:

What cities near Willingboro, NJ are hiring for Contingent Workforce Program Manager jobs?

Cities near Willingboro, NJ 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 Willingboro, NJ as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 1% Temporary, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $107,275 per year, or $51.6 per hour.

Workforce Development (WFD)

Cameo Consulting Group, LLC

Philadelphia, PA • On-site

$75K - $90K/yr

Full-time

Posted 25 days ago

Job description

The contractor shall provide Human Resource (HR) specialist support services to perform analytical and technical services to the NSWCPD HR Division. Typical areas requiring support include: Labor & Employee Relations, Staffing, Classification, Student Outreach and Recruitment, Workforce Development, Human Resource and Information Systems (HRIS). The contractor shall support the NSWCPD HR office by reviewing and providing recommendations resubject to approval by the Government on regulations, policies, and practices under Title 5, United States Code, and other statutes and legal authorities as applicable to provide informational support to officials, supervisors, and employees as they relate to the HR management principles.
The contractor shall provide HR support services to NSWCPD's Workforce Development Branch located in the HR Office. The contractor shall support the office by providing workforce development experience and analysis; delivering comprehensive instructional training to the workforce; and identifying forward lines of career movement/growth. This includes support and assisting with the design, development and delivery of training curriculums/programs/classes that are not based on Commercial Off The Shelf (COTS) requirements. The trainings are structured based on Government identified needs; providing or facilitating the delivery of instruction; and providing materials, equipment, logistics, and administrative processes as required to meet the needs of the NSWCPD workforce. These functions shall be performed in conjunction with NSWCPD's Workforce Development (WFD) Office, or assigned designee to determine program offerings, delivery methods, scope, locations, and purpose of instruction.
3.1.3.2 The contractor shall monitor all mandatory training requirements, report on delinquent statuses, and update all systems. The contractor shall provide support to the Academic Program Manager, the NSWCPD's Mentoring Program, Branch Chief, and other NSWCPD personnel who have duties to assess future workforce development strategies. The contractor shall provide support for strategic planning, workforce shaping, data gathering, special projects, and quality meetings. Assist with the acquisition and support of commercially available training which will meet the organizational needs. The contractor shall provide support in an annual organizational workforce development needs assessment to feed Government prioritization and resourcing by analyzing key organizational inputs such as Employees' Individual Development Plans (IDPs), Business Plan inputs, customer needs, environmental trends, and overall organizational strategies to identify themes, trends, and demand for various training and educational programs. Provide programmatic support of Government Led Training including but not limited to Defense Acquisition University (DAU) and Cyber Security Workforce courses.
The contractor shall support and assist with facilitating and delivering Onboarding material as needed. This tasking includes support that is required prior to, during, and after each Onboarding as identified in process document CR-1016-OB-FM-0017. The contractor shall assist with providing document control for all Onboarding processes and forms. The contractor shall assist with providing technical support of the audio visual and communication capability in support of the Onboarding Program and NSWCPD training courses offerings. The contractor shall demonstrate continuous effort to improve operations, streamline work processes, and work cooperatively and jointly with Government and other contract personnel to provide quality customer service. The contractor shall support and assist with the coordination of other HR functions and higher agency levels and analyze particularly sensitive problems and issues.
The contractor shall assist with the review, analysis, and evaluating of training courses to determine their overall quality and effectiveness. The contractor shall assist with the assessment of the strengths and weaknesses of various methods for performance and job-based training/learning, such as, classroom, web, broadcast, or on-the-job training. The contractor shall support and assist with the assessment of the procedures, methods and results of job task analyses and their utility for the development of instructional programs. The contractor shall make recommendations to Workforce Development or designee on adopting, modifying, or discontinuing various types of instructional methods and approaches to using the most effective state-of- the-art training technologies and for course revisions to both the content and student binders/learning materials.
The contractor shall provide support in updating training records for NSWCPD personnel. The contractor shall review, validate, and process training invoices as needed. The contractor shall determine ERP web-based training requirements by analyzing information from the NSWCPD user management point of contact. The contractor shall utilize the Office of Personnel Management (OPM) Subject Area Identification (SAID) Family Desk Guide numbers for each course offering. The contractor shall perform coordinating of instructors, facilities, and course activities related to any Workforce Development courses. The contractor shall perform market research on course availability and analyze course content. The contractor shall work with technical POC in the codes to review requirements prior to purchase of any requested training. The contractor shall provide support in configuring room requirements for specific training courses.
The contractor shall provide support in developing/updating course curriculum to include facilitation guides, student guide, power point presentation, and other necessary resources to support the class. The contractor shall provide support with reviewing and analyzing curriculum for improvements and update course materials as needed. The contractor shall recommend feedback and suggestions for areas of improvement to Government led facilitators and instructors and provide executive level coaching to Government led facilitators and instructors. The contractor shall offer support with designing training courses to be delivered via audio/visual recording. Audio/visual recorded training courses shall be compliant with Section 508 of the Rehabilitation Act of 1973.
Cameo Consulting Group, LLC is an EEO Employer - M/F/Disability/Protected Veteran Status

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