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Contract Laborer Jobs (NOW HIRING)

Harper Group

Contract Labor

New York, NY · On-site

$28/hr

Harper Group is seeking reliable and hardworking individuals to join our Show Crew for a short-term project supporting booth setup and teardown at the NY NOW trade show at the Javits Center in New ...

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How much do contract laborer jobs pay per hour?

As of Jun 22, 2026, the average hourly pay for contract laborer in the United States is $18.09, according to ZipRecruiter salary data. Most workers in this role earn between $15.87 and $19.47 per hour, depending on experience, location, and employer.

How much do contract workers get paid?

Contract laborers' pay varies depending on the industry, location, experience, and the specific tasks involved. Typically, they earn an hourly rate that can range from minimum wage to several hundred dollars per day for specialized skills. Payment terms are often outlined in the contract and may include benefits or overtime pay depending on the agreement.

What are contract laborers?

Contract laborers are workers who are hired on a temporary basis to complete specific tasks or projects for a company, rather than being permanent employees. They typically work under the terms of a contract that outlines the duration, responsibilities, and compensation for the job. Contract laborers can be found in a variety of industries, including construction, manufacturing, agriculture, and services. Their employment is usually project-based, and they may work for multiple employers over time. Unlike full-time employees, contract laborers often do not receive benefits such as health insurance or paid time off.

What job makes $10,000 a month without a degree?

Contract laborers in specialized fields such as construction, skilled trades, or certain freelance roles can earn $10,000 or more per month without a formal degree, often through experience, certifications, or high-demand skills. These jobs may involve physical work, project management, or technical expertise and typically require on-the-job training or apprenticeships.

What is the difference between Contract Laborer vs Construction Worker?

AspectContract LaborerConstruction Worker
CredentialsNone required, often on-the-job trainingVaries; may require OSHA safety training or certifications
Work EnvironmentVarious sites, often temporary projectsConstruction sites, permanent or temporary projects
Employer UsageHired on a contractual basis, often through agenciesEmployed directly by construction companies or contractors
Common Search IntentCompare roles, job requirements, or hiring processesUnderstand job duties, safety, or employment options

Contract Laborers typically perform specific tasks on a temporary basis without formal credentials, working across various sites. Construction Workers often have some certifications and work directly for construction firms. Both roles are essential in the construction industry but differ mainly in employment type and credential requirements.

What are some common challenges faced by contract laborers, and how can they be managed?

Contract laborers often face challenges such as adapting quickly to new work environments, managing inconsistent work schedules, and ensuring clear communication with supervisors and team members. To overcome these challenges, it’s helpful to stay organized, maintain flexibility, and proactively seek clarification on job expectations and safety procedures. Building good working relationships and learning to navigate varying company cultures can also make transitions between assignments smoother and more rewarding.

What is a contract laborer?

A contract laborer is a worker hired for a specific project or period under a contractual agreement rather than as a permanent employee. They often perform manual or skilled tasks and may work independently or through a staffing agency, with payment based on the terms of the contract. This role typically requires adherence to project deadlines and safety standards.

What are the key skills and qualifications needed to thrive as a Contract Laborer, and why are they important?

To thrive as a Contract Laborer, you need physical stamina, basic technical skills, and familiarity with workplace safety practices, often supported by a high school diploma or equivalent. Experience with common tools, machinery, and safety certifications such as OSHA training is typically required. Reliability, good communication, and the ability to follow instructions are essential soft skills in this role. These skills ensure tasks are completed efficiently and safely, meeting project deadlines and quality standards.

How to make 2000 a week working from home?

Contract laborers can earn $2,000 a week by taking on multiple high-paying projects, developing specialized skills, and working efficiently. Building a strong reputation, leveraging online platforms, and managing a flexible schedule can help increase earnings, but consistent high income requires experience and a steady flow of clients or contracts.
What cities are hiring for Contract Laborer jobs? Cities with the most Contract Laborer job openings:
What are the most commonly searched types of Laborer jobs? The most popular types of Laborer jobs are:
What states have the most Contract Laborer jobs? States with the most job openings for Contract Laborer jobs include:
Contract Laborer jobs near you

Shipyard Contractor & Trade Partner Integration

Saronic Technologies

Austin, TX • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Job description

Saronic Technologies is a leader in revolutionizing autonomy at sea, dedicated to developing state-of-the-art solutions that enhance maritime operations through autonomous and intelligent platforms.
Job Overview
The Director of Contractor & Trade Partner Integration owns the performance, onboarding, safety, and quality execution of all external labor, specialty trades, and subcontractors supporting shipyard operations. This role ensures contract workforce activity is fully aligned with internal production, safety, quality, and schedule expectations.
The Director is accountable for preventing misalignment between internal teams and contract labor by establishing clear standards, disciplined onboarding, and strong field-level integration. Success in this role ensures contractors operate as an extension of the yard, not as parallel or disconnected organizations.
Responsibilities
  • Contractor & Trade Partner Integration
  • Own integration of all external labor, specialty trades, and subcontractors into shipyard operations
  • Establish clear expectations for contractor performance, supervision, and accountability
  • Ensure contractors are aligned with yard standards for safety, quality, productivity, and conduct
  • Act as the primary escalation point for contractor performance issues impacting production
  • Onboarding & Standards Deployment
  • Design and enforce standardized onboarding for all contractors, including:
  • Safety orientation and site-specific requirements
  • Quality expectations and workmanship standards
  • Work rules, access controls, and communication protocols
  • Ensure contractors understand how work is planned, sequenced, and released in the yard
  • Prevent gaps between contract scope language and actual execution requirements
  • Safety & Compliance Alignment
  • Partner with EHS to ensure contractor compliance with:
  • Shipyard safety rules and procedures
  • Permit-to-work systems (hot work, confined space, work at height)
  • SIMOPS coordination and exclusion zones
  • Ensure contractor supervision actively manages safety execution on the deckplates
  • Support incident investigations involving contract labor and drive corrective actions
  • Quality & Workmanship Control
  • Partner with Quality and Production to ensure contractor work meets yard standards
  • Ensure contractor crews are qualified for assigned scopes (welding, coatings, electrical, etc.)
  • Own prevention of rework caused by poor contractor integration or unclear expectations
  • Support inspections, punch list resolution, and acceptance activities
  • Performance Management & Accountability
  • Establish contractor performance metrics tied to:
  • Safety outcomes
  • Quality and rework
  • Schedule adherence
  • Productivity and workforce reliability
  • Lead regular contractor performance reviews and improvement plans
  • Support decisions related to contractor continuation, expansion, or removal
  • Cross-Functional Coordination
  • Coordinate closely with Production, Planning, Quality, EHS, and Procurement
  • Ensure contractor scopes are sequenced properly with internal work
  • Prevent conflict between internal crews and external labor by clarifying ownership and interfaces
  • Support rapid resolution of field-level issues impacting schedule
  • Team Leadership & Governance
  • Lead contractor integration managers, coordinators, or field representatives
  • Establish governance models for contractor usage, oversight, and escalation
  • Develop internal capability to manage contract labor at scale
Qualifications
  • Required Qualifications
  • Bachelor's degree in Engineering, Construction Management, Industrial Management, or related discipline
  • 10+ years experience in shipyard, heavy industrial, or construction environments
  • 5+ years experience managing subcontractors, specialty trades, or contract labor programs
  • Demonstrated experience integrating external labor into active production environments
  • Strong understanding of:
  • Shipyard or industrial safety requirements
  • Quality and workmanship standards
  • Multi-trade production sequencing and interfaces
  • Proven ability to resolve contractor performance issues without disrupting production
  • Experience leading cross-functional teams and field-level execution
  • Preferred Qualifications
  • Experience supporting high-throughput or serial production shipyards
  • Familiarity with labor agreements, union environments, or mixed labor models
  • Experience managing specialty trade contractors (welding, joinery, electrical, machinery, etc.)
  • Background in contractor safety programs and field compliance auditing
  • Experience supporting startup or major production ramp-ups
  • Lean, Six Sigma, or continuous improvement experience
  • What Success Looks Like
  • Contractors operate as integrated extensions of the shipyard workforce
  • Reduced safety incidents, quality escapes, and rework tied to contract labor
  • Clear accountability and predictable contractor performance
  • Minimal friction between internal teams and external trades
  • Contractor utilization enables production throughput instead of creating risk
Benefits
Medical Insurance: Comprehensive health insurance plans covering a range of services
Saronic pays 100% of the premium for employees and 80% for dependents
Dental and Vision Insurance: Coverage for routine dental check-ups, orthodontics, and vision care
Saronic pays 100% of the premium under the basic plan for employees and 80% for dependents
Time Off: Generous PTO and Holidays
Parental Leave: Paid maternity and paternity leave to support new parents
Competitive Salary: Industry-standard salaries with opportunities for performance-based bonuses
Retirement Plan: 401(k) plan with company match
Stock Options: Equity options to give employees a stake in the company's success
Life and Disability Insurance: Basic life insurance and short- and long-term disability coverage
Pet Insurance: Discounted pet insurance options including 24/7 Telehealth helpline
Additional Perks: Free lunch benefit and unlimited free drinks and snacks in the office
Saronic CCPA Notice for Candidates and California Employees
If this role is based in the United States, it requires access to export-controlled information or items that require "U.S. Person" status. As defined by U.S. law, individuals who are any one of the following are considered to be a "U.S. Person": (1) U.S. citizens, (2) legal permanent residents (a.k.a. green card holders), and (3) certain protected classes of asylees and refugees, as defined in 8 U.S.C. 1324b(a)(3).
Saronic does not discriminate on the basis of race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities and benefits. We are also committed to providing reasonable accommodations for qualified individuals with disabilities.

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