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Contractual Contingent Workforce Management Jobs

ID Logistics

Contingent Workforce Manager

$85K - $95K/yr

Administer and maintain the Vendor Management System (VMS). * Work with department leadership to ... Oversee and audit agency compliance within the VMS, ensuring adherence to contractual obligations ...

Kane is Able

Contingent Workforce Manager

Scranton, PA · Remote

$85K - $95K/yr

Administer and maintain the Vendor Management System (VMS). * Work with department leadership to ... Oversee and audit agency compliance within the VMS, ensuring adherence to contractual obligations ...

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$56.5K

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$153.5K

How much do contractual contingent workforce management jobs pay per year?

As of May 29, 2026, the average yearly pay for contractual contingent workforce management in the United States is $117,450.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,500.00 and $116,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in Contractual Contingent Workforce Management, and why are they important?

To thrive in Contractual Contingent Workforce Management, you need expertise in workforce planning, vendor management, and knowledge of labor laws, often supported by a degree in human resources or business administration. Familiarity with Vendor Management Systems (VMS), HRIS platforms, and relevant certifications such as Certified Contingent Workforce Professional (CCWP) are highly valuable. Strong negotiation, communication, and organizational skills are essential for coordinating with suppliers and managing dynamic workforce needs. These competencies ensure efficient contingent labor utilization, compliance, and effective alignment with organizational goals.

What are some common challenges faced in Contractual Contingent Workforce Management, and how can they be addressed?

Professionals in Contractual Contingent Workforce Management often face challenges such as ensuring compliance with labor regulations, managing effective onboarding and integration of contingent workers, and maintaining clear communication between multiple stakeholders. These challenges can be addressed by developing strong vendor management processes, utilizing workforce management software to track compliance and performance, and establishing standardized onboarding procedures. Additionally, fostering open communication between HR, hiring managers, and external staffing agencies helps ensure smooth operations and minimizes misunderstandings.

What is Contractual Contingent Workforce Management?

Contractual Contingent Workforce Management refers to the process of overseeing and coordinating temporary staff who are hired on a contract basis rather than as permanent employees. This includes managing relationships with staffing agencies, ensuring compliance with labor laws, handling onboarding and offboarding, and tracking performance. The goal is to efficiently utilize external talent to meet business needs while controlling costs and minimizing risks. Effective management of a contingent workforce can provide organizations with flexibility and specialized skills for specific projects or peak periods.

What is the difference between Contractual Contingent Workforce Management vs Staffing Coordinator?

AspectContractual Contingent Workforce ManagementStaffing Coordinator
CredentialsTypically requires experience in workforce management, HR, or procurementOften requires HR or recruiting certifications or experience
Work EnvironmentFocuses on managing external contractors and temporary staff across projectsCoordinates staffing needs within an organization, often in HR or recruitment teams
Employer & Industry UsageUsed by organizations managing large contingent workforces in various industriesCommonly employed in HR departments across industries for staffing logistics

Contractual Contingent Workforce Management involves overseeing external contractors and temporary staff, ensuring compliance and efficiency. Staffing Coordinators focus on internal staffing processes, recruiting, and onboarding. While both roles deal with staffing, the former emphasizes managing external workforce contracts, whereas the latter handles internal staffing logistics.

More about Contractual Contingent Workforce Management jobs
What cities are hiring for Contractual Contingent Workforce Management jobs? Cities with the most Contractual Contingent Workforce Management job openings:
What are the most commonly searched types of Contingent Workforce Management jobs? The most popular types of Contingent Workforce Management jobs are:
What states have the most Contractual Contingent Workforce Management jobs? States with the most job openings for Contractual Contingent Workforce Management jobs include:
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Contractual Contingent Workforce Management jobs near you
Infographic showing various Contractual Contingent Workforce Management job openings in the United States as of May 2026, with employment types broken down into 17% As Needed, 66% Full Time, and 17% Temporary. Highlights an 100% Physical job distribution, with an average salary of $117,450 per year, or $56.5 per hour.
Contingent Workforce Manager

Contingent Workforce Manager

ID Logistics

Remote

$85K - $95K/yr

Full-time

Medical, Dental, Vision, Retirement

Posted 15 days ago

ID Logistics rating

6.3

Company rating: 6.3 out of 10

Based on 32 frontline employees who took The Breakroom Quiz

278th of 335 rated logistics

Job description

About Us:
ID Logistics is a dynamic, entrepreneurial logistics company globally headquartered in France with our US headquarters in Johns Creek, GA. In the US, we're experiencing multiple years of double-digit growth and significant customer expansion. We are a people-focused/ customer-centric organization that understands we need to take care of our employees so we can fulfill our mission of serving our customers. Powered by People. Driven by Purpose. Winning by Performance.
Position Overview:
The Contingent Workforce Manager is responsible for the strategic oversight, governance, and day-to-day management of the organization's non-employee temporary staff and outsourced services. This role ensures compliance, cost efficiency, operational effectiveness, and alignment with business needs while partnering closely with HR, Procurement, Legal, Finance, and business leaders.
Location: Remote
Work Schedule: Monday - Friday, 8:00 AM to 5:00 PM (Standard)
Travel Specifics: 50%
Competitive Compensation: Attractive annual salary of $85,000-$95,000, plus a performance-based bonus. Enjoy a competitive salary package, including benefits such as health, dental, and vision insurance, 401(k) matching, and more.
This position is not eligible for sponsorship.
Key Responsibilities:
  • Execute the organization's contingent workforce strategy to support business objectives.
  • Ensure compliance with policies, procedures, and governance models for contingent labor.
  • Oversee the end-to-end contingent worker lifecycle, including requisition intake, onboarding, assignment management, extensions, and offboarding.
  • Administer and maintain the Vendor Management System (VMS).
  • Work with department leadership to monitor vendor performance and ensure adherence to quality, cost, and compliance standards.
  • Provide support and recommendations to the leadership team regarding workforce planning initiatives.
  • Support the implementation and stabilization of contingent workforce programs at new sites by: VMS setup configuration, supporting VMS testing, training, and
  • go-live activities, including onboarding vendors, establishing governance and controls, and ensuring a smooth transition from start-up and implementation phases into steady-state operational ownership.
  • Perform monthly audits of VMS reports to validate pay rates, agency markups, job title accuracy, and timely processing of associate turnover and terminations.
  • Follow corporate and site-specific Good Manufacturing Practices and report noncompliance when observed.
  • Oversee and audit agency compliance within the VMS, ensuring adherence to contractual obligations, system requirements, and workforce policies.
  • Partner with accounting, finance and operations on billing discrepancies in the VMS.
  • Observe all company safety rules and assist in enforcement as appropriate.
  • Other duties as assigned.

Be part of a forward-thinking company that values creativity and continuous improvement. We offer opportunities for professional development and career advancement within a growing organization. Join a diverse, collaborative team that emphasizes respect and inclusivity.
If you are results-driven, have a passion for change, and a desire to make a significant impact, we would love to hear from you. Click apply today to join ID Logistics!
#IND123
Requirements:
  • High School Diploma or GED; BS degree in Human Resources Management or Business preferred; or equivalent combination of experience and education.
  • Extensive experience in workforce management and planning, capacity planning, long-term forecasting and strategy.
  • Experience with researching and recommending relevant vendor solutions.
  • Strong analytical, math, reasoning and investigative skills.
  • Knowledge of HRMS systems, Payroll and/or Human Resources and VMS systems.
  • Willingness to travel approximately 50%, as business needs require.

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