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Contingent Workforce Program Manager Jobs (NOW HIRING)

Bloom Energy

Contingent Workforce Manager

Fremont, CA · On-site

$121K - $174K/yr

We are looking for a Contingent Workforce Manager, to join our team in one of today's most exciting technologies.This role willreportto Talent Acquisition Leader and based in Fremont, CA.This is a ...

New Jersey Primary Care Association

Be Seen First

Workforce Program Manager

Hamilton, NJ · On-site

$72K - $78K/yr

Workforce Program Manager REPORTS TO : President and CEO STATUS : Full-time, Exempt REQUIREMENTS: Bachelor's degree is required and a Master's degree is preferred in public policy or administration ...

Adobe

Contingent Workforce Governance Lead

San Jose, CA

$115K/yr

Experience in a large enterprise managing a global contingent workforce program, familiarity with MSP/VMS environments, and professional certifications such as CRM or CCEP. About Adobe Adobe empowers ...

New

CAI

Program Management Director

$140K - $170K/yr

We are looking for a P rogram Management Director ready to take us to the next level with a strong background in MSP & Contingent Workforce program management and strategic leadership. This position ...

Bloom Energy

Contingent Workforce Manager

Fremont, CA · On-site

$121K - $174K/yr

We are looking for a Contingent Workforce Manager, to join our team in one of today's most exciting technologies. This role will report to Talent Acquisition Leader and based in Fremont, CA. This is ...

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Contingent Workforce Program Manager information

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$38.5K

$107.5K

$157K

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

As of Aug 1, 2026, the average yearly pay for contingent workforce program manager in the United States is $107,460.00, 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.
More about Contingent Workforce Program Manager jobs
What cities are hiring for Contingent Workforce Program Manager jobs? Cities with the most Contingent Workforce Program Manager job openings:
What states have the most Contingent Workforce Program Manager jobs? States with the most job openings for Contingent Workforce Program Manager jobs include:
What job categories do people searching Contingent Workforce Program Manager jobs look for? The top searched job categories for Contingent Workforce Program Manager jobs are:
Contingent Workforce Program Manager jobs near you
Infographic showing various Contingent Workforce Program Manager job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 71% Full Time, 22% Part Time, 1% Temporary, 4% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $107,460 per year, or $51.7 per hour.

External Workforce Business Partner

MIT Lincoln Laboratory

Lexington, MA • On-site

Full-time, Contractor

Medical, Dental, Vision, Retirement, PTO

Posted 12 days ago

Job description

External Workforce Business Partner
MIT Lincoln Laboratory is seeking an External Workforce Business Partner to join our External Workforce Services (EWS) team within Human Resources. The EWS team oversees the end-to-end lifecycle of the organization's contingent workforce, partnering with hiring managers and suppliers to deliver an efficient, compliant, and high-quality workforce program.
Primary Responsibilities:
Primary Responsibilities:
  • Partner with hiring managers to define contingent workforce needs that support research and business objectives.
  • Manage the full contingent worker lifecycle, including job posting creation, intake meetings, candidate review, interview scheduling, candidate selection, work order creation and activation, onboarding, and offboarding.
  • Serve as the primary liaison between hiring managers and external staffing suppliers to ensure candidate quality, resolve worker-related issues, prioritize recruiting efforts, improve supplier performance, and communicate customer feedback. Participate in supplier Quarterly Business Reviews.
  • Utilize the Vendor Management System (VMS), SAP Fieldglass, to manage the contingent workforce lifecycle.
  • Ensure compliance with organizational policies, regulatory requirements, and contingent workforce program standards.
  • Ability to identify and implement process improvements to enhance program effectiveness and the hiring manager experience.
  • Develop and deliver training materials related to contingent workforce processes and best practices as needed.
  • Assist with the creation, implementation, and maintenance of contingent workforce policies and procedures as needed.
  • Participate in supplier RFPs and other strategic sourcing initiatives as needed.
  • Deliver exceptional customer service by providing a high-touch, consultative experience for hiring managers.

Strategic Project Opportunities
This role offers opportunities to contribute beyond daily program operations, including:
  • Supporting initiatives involving additional external workforce engagement models.
  • Participating in cross-functional project teams and process improvement initiatives.
  • Consulting on Statement of Work (SOW) and Profile Worker/Independent Contractor modules as the program evolves.

Skills
Required Qualifications
  • Experience managing the end-to-end contingent workforce hiring lifecycle.
  • Experience using a Vendor Management System (VMS), such as SAP Fieldglass, Beeline, or VNDLY.
  • Knowledge of contingent workforce regulations, industry trends, compliance requirements, and legal considerations.
  • Experience managing common contingent worker employee relations issues.
  • Excellent verbal and written communication skills with the ability to effectively engage internal and external stakeholders.
  • Strong presentation skills (advanced PowerPoint skills are a plus).
  • Excellent listening, organizational, and attention-to-detail skills.
  • Proven ability to build strong relationships and collaborate with employees, leaders, suppliers, and cross-functional partners.
  • Customer-focused mindset with a consultative approach.
  • Bachelor's degree and a minimum of three years of experience supporting a contingent workforce program, either in-house or through a staffing agency, or an equivalent combination of education and relevant professional experience.

Preferred Qualifications
  • Hands-on experience with SAP Fieldglass.
  • Experience with Statement of Work (SOW) and/or VMS-based Profile Worker/Independent Contractor modules.

PLEASE NOTE: This role is a hybrid position that requires 3 days/wk onsite in our Lexington facility.
Hiring Range: $99,300 - $131,600
Disclaimer: MIT Lincoln Laboratory provides a typical hiring range as a good faith estimate of what we reasonably expect to offer for this position at the time of posting. The final salary offered to a selected candidate will depend on various factors, including-but not limited to-the scope and responsibilities of the role, the candidate's experience, skills and education/training, internal equity considerations and applicable legal requirements. This range reflects base salary only and does not include additional forms of compensation or benefits.
At MIT Lincoln Laboratory, our exceptional career opportunities include many outstanding benefits to help you stay healthy, feel supported, and enjoy a fulfilling work-life balance. Benefits offered to employees include:
  • Comprehensive health, dental, and vision plans
  • MIT-funded pension
  • Matching 401K
  • Paid leave (including vacation, sick, parental, military, etc.)
  • Tuition reimbursement and continuing education programs
  • Mentorship programs
  • A range of work-life balance options
  • ... and much more!

Please visit our Benefits page for more information. As an employee of MIT, you can also take advantage of other voluntary benefits, discounts and perks.
Selected candidate will be subject to a pre-employment background investigation and must be able to obtain and maintain a Secret level DoD security clearance.
MIT Lincoln Laboratory is an Equal Employment Opportunity (EEO) employer. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, veteran status, disability status, or genetic information; U.S. citizenship is required.
Requisition ID: 43153
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