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Internship Contingent Workforce Management Jobs (NOW HIRING)

Spire, Inc.

Early Career Recruiter

Saint Louis, MO · On-site

Facilitate informational sessions for Spire's workforce development initiatives (Internship; Contingent Workforce Management) * Collaborate with Sr. Recruiters to develop and execute recruiting ...

KK Associates

SAP Fieldglass Consultant

West New York, NJ · On-site

$68.25 - $93/hr

Strong knowledge of Contingent Workforce, Services Procurement, and Worker Profile Management. * Experience with SAP Fieldglass integrations using APIs, SAP ERP/S4 HANA, SuccessFactors, or other ...

Tcenergy

Fieldglass Lead

Houston, TX · On-site

Lead the end-to-end functional design of SAP Fieldglass for the SAP Plus program, covering Contingent Workforce Management, Services Procurement, and Profile Worker modules. * Drive the ...

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How much do internship contingent workforce management jobs pay per hour?

As of Aug 1, 2026, the average hourly pay for internship contingent workforce management in the United States is $15.54, according to ZipRecruiter salary data. Most workers in this role earn between $12.50 and $17.55 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Internship Contingent Workforce Management professional, and why are they important?

To thrive in Internship Contingent Workforce Management, you need a foundational understanding of HR principles, workforce planning, and data analysis, often supported by coursework or experience in human resources or business administration. Familiarity with HR information systems (HRIS), applicant tracking systems (ATS), and Microsoft Excel is typically required. Strong communication, organizational skills, and attention to detail help you coordinate between departments and manage multiple priorities. These skills ensure efficient management of temporary staff, compliance with policies, and support for organizational talent needs.

What types of projects or tasks can an intern expect to work on in Contingent Workforce Management?

As an intern in Contingent Workforce Management, you can expect to support various aspects of managing temporary and contract workers, including assisting with onboarding processes, maintaining compliance documentation, and helping track performance metrics. Interns often collaborate with HR, procurement, and hiring managers to ensure that contingent staff meet organizational needs and policy requirements. This role provides exposure to vendor management, workforce analytics, and process optimization, offering hands-on experience in a fast-paced, collaborative environment.

What is the difference between Internship Contingent Workforce Management vs Contingent Workforce Specialist?

AspectInternship Contingent Workforce ManagementContingent Workforce Specialist
CredentialsTypically requires a relevant degree or ongoing education in HR, business, or related fieldsRequires experience in workforce management, HR certifications may be preferred
Work EnvironmentOften in corporate HR or staffing departments, focusing on internship programs and entry-level workforce planningPrimarily in staffing agencies or HR departments managing temporary and contract workers
Employer & Industry UsageUsed by companies managing internship programs and early-career workforce strategiesUsed by staffing firms and organizations managing contingent labor across industries

Internship Contingent Workforce Management focuses on coordinating and overseeing internship programs and entry-level contingent workers, often within a company's HR department. In contrast, a Contingent Workforce Specialist manages a broader range of temporary and contract workers, typically within staffing agencies or HR teams, with a focus on flexible workforce solutions across industries.

What is an Internship Contingent Workforce Management role?

An Internship Contingent Workforce Management role involves supporting the processes related to hiring, onboarding, and managing temporary workers, such as interns, contractors, or freelancers, within an organization. Interns in this position gain hands-on experience in workforce planning, compliance, and vendor management. They may assist with tracking contingent worker performance, ensuring legal and policy adherence, and coordinating between different teams or external staffing agencies. This role provides valuable exposure to human resources and workforce strategy.
More about Internship Contingent Workforce Management jobs
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What are the most commonly searched types of Contingent Workforce Management jobs? The most popular types of Contingent Workforce Management jobs are:
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Internship Contingent Workforce Management jobs near you
Infographic showing various Internship Contingent Workforce Management 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 $32,333 per year, or $15.5 per hour.

Early Career Recruiter

Spire, Inc.

Saint Louis, MO • On-site

Full-time

Posted 12 days ago

Job description

Company Overview
We are committed to understanding the needs of the homes and businesses we serve. That's why we're always looking for driven, collaborative people to join our team. Because we believe that offering our customers the best service means bringing together the best people.
And we find the best by hiring those who share our values of safety, inclusion and integrity, and demonstrate the competencies that bring the Spire vision, mission and culture to life:
  • Adaptability: We embrace change, continuously seeking opportunities for improvement while remaining open-minded and flexible in response to evolving conditions and customer, stakeholder and company needs.
  • Collaboration: We achieve more together through a foundation of respect, embracing healthy conflict, actively seeking and providing actionable feedback and fostering an environment where everyone's input is welcomed.
  • Ownership: We see things through, demonstrate accountability, honor commitments, take responsibility for outcomes and demonstrate initiative.

By living our values and competencies, we strive to create an environment where employees feel welcome, respected and valued.
Summary
The Specialist, Talent Acquisition is responsible for recruiting and hiring entry-level and early-career professionals. They will support the talent acquisition team by managing administrative hiring tasks, sourcing/screening candidates, scheduling interviews, and building partnerships with various educational institutions and community/professional base organizations across all Spire regions.
Duties and Responsibilities
  • Manage full-cycle recruiting for entry-level/early-career positions, interns, and contingent workers
  • Lead and sustain engagement with Spire's talent pipeline programs (Career Discovery Pathway, Internship and pre-employment upskilling/training)
  • Responsible for coordination and participation in career fairs and hiring events to promote the Spire brand across all regions.
  • Foster relationships with various colleges/universities and community/professional base organizations across regions
  • Facilitate informational sessions for Spire's workforce development initiatives (Internship; Contingent Workforce Management)
  • Collaborate with Sr. Recruiters to develop and execute recruiting strategies for large volume hiring
  • Manage and monitor the Candidate Relationship Management (CRM) system and create marketing campaigns for hiring events
  • Promote Spire jobs through posting on job platforms such as Handshake, Circa and conduct outreach efforts with Community/Professional base organizations to build talent pipelines
  • Partner with other business functions to coordinate & lead Spire's Summer Internship activities across regions
  • All other duties as assigned

Essential Characteristics
  • Strong strategic, critical thinking and analytical ability
  • Excellent written and spoken communication skills
  • High tolerance for workload demands pressures and deadlines
  • Outstanding ability to collaborate with teammates, subject matter experts and various organizations and institutions
  • High degree of integrity, sensitivity, and professionalism in dealing with confidential information
  • Self-motivated with the ability to organize and prioritize work with attention to detail

Supervisory Responsibilities
  • None

Required Education (certifications, licenses)
  • Bachelor's degree required

Required knowledge, skill and abilities
  • A minimum of 3 years' experience establishing relationships through community outreach, business development, recruiting or marketing required
  • A minimum of 2 years' experience recruiting or working in a Talent Acquisition capacity required
  • Proficient with MSO suite, Applicant Tracking Systems or HR Management system required

Physical demands, environment and schedule
  • Work is performed in a shared, open-office environment
  • Requires up to 10% travel (includes local and out-of-town travel for hiring events)
  • Hybrid work schedule (3 days in the office/2 days remote)

Posting Requirements
• We accept online applications through our career site at jobs.spireenergy.com
Disclaimer: The above statements are intended to describe the general nature of the level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. To perform this job successfully, an individual must be able to perform each duty and responsibility satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Spire Inc., and its subsidiaries are an Affirmative Action and Equal Employment Opportunity employer.
Job Req ID: 11752

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