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Remote Contingent Workforce Management Jobs in Illinois

CDK

Workforce Administrator

Hoffman Estates, IL · On-site +1

$54K - $60K/yr

Remote Position - USA About US CDK Global is a leading provider of cloud-based software to ... The Company's cloud-based, software as a service ("SaaS") platform enables dealerships to manage ...

Charlie Health

Payroll Manager

Chicago, IL · Remote

$106K - $149K/yr

Subject matter expertise regarding UKG Payroll and Workforce Management * Significant knowledge of multi-state payroll and tax considerations, especially Wage & Hour considerations for our remote ...

Strada

Campaign Manager, Marketing - Remote

Chicago, IL · Remote

$97K - $119K/yr

Strada is a people, payroll, and technology leader simplifying international workforce management ... All offers are contingent on successful completion of background checks, where permitted by law and ...

K2 Staffing, LLC

Board Member

Chicago, IL · Remote

$35K - $50K/yr

Share knowledge of BPO operations, client acquisition, service delivery, and workforce management ... Comfortable working in a remote advisory capacity.

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Remote Contingent Workforce Management information

What are the key skills and qualifications needed to thrive as a Remote Contingent Workforce Manager, and why are they important?

To excel as a Remote Contingent Workforce Manager, you typically need expertise in workforce planning, talent acquisition, contract negotiation, and a background in human resources or business administration. Familiarity with vendor management systems (VMS), applicant tracking systems (ATS), and relevant certifications like SIA's Certified Contingent Workforce Professional (CCWP) are highly valuable. Excellent communication, problem-solving, and relationship-building skills set top performers apart in managing distributed teams and stakeholders. These skills ensure effective oversight, compliance, and optimization of a flexible workforce in a remote environment.

What is Remote Contingent Workforce Management?

Remote Contingent Workforce Management refers to the oversight, coordination, and administration of temporary, contract, or freelance workers who perform their roles offsite, often from various locations. This process involves sourcing, onboarding, managing, and paying contingent workers who are not full-time employees and do not work in a traditional office setting. Effective remote contingent workforce management ensures compliance, productivity, and communication among distributed teams while controlling labor costs. It often leverages technology platforms to track performance, manage contracts, and facilitate collaboration. This approach is increasingly popular as organizations seek flexible staffing solutions and access to a wider talent pool.

What are common challenges faced in remote contingent workforce management, and how can they be addressed?

Remote contingent workforce management often involves overcoming challenges such as ensuring consistent communication, maintaining compliance with varying labor laws, and integrating contingent workers into existing teams. To address these issues, many organizations implement centralized digital platforms for onboarding, project tracking, and communication. Regular check-ins, clear documentation of processes, and strong collaboration with HR and legal teams help ensure both productivity and compliance. Building a sense of inclusion among remote contingent workers is also crucial, which can be fostered through virtual team meetings and recognition programs.

What is the difference between Remote Contingent Workforce Management vs Remote Workforce Coordinator?

AspectRemote Contingent Workforce ManagementRemote Workforce Coordinator
Primary FocusOverseeing and managing external contingent workers and vendorsCoordinating internal remote employees and scheduling
ResponsibilitiesVendor relations, compliance, onboarding, and performance managementScheduling, communication, and supporting remote team members
CredentialsHR, procurement, or workforce management experienceAdministrative or HR background
Work EnvironmentVendor management platforms, HR systems, remote collaboration toolsCommunication tools, scheduling software, internal platforms

Remote Contingent Workforce Management focuses on managing external contractors and vendors, ensuring compliance and performance. In contrast, Remote Workforce Coordinators handle internal remote staff, focusing on scheduling and communication. Both roles require strong organizational skills but serve different aspects of remote workforce management.

What are the most commonly searched types of Contingent Workforce Management jobs in Illinois? The most popular types of Contingent Workforce Management jobs in Illinois are:
What are popular job titles related to Remote Contingent Workforce Management jobs in Illinois? For Remote Contingent Workforce Management jobs in Illinois, the most frequently searched job titles are:
What job categories do people searching Remote Contingent Workforce Management jobs in Illinois look for? The top searched job categories for Remote Contingent Workforce Management jobs in Illinois are:
What cities in Illinois are hiring for Remote Contingent Workforce Management jobs? Cities in Illinois with the most Remote Contingent Workforce Management job openings:
Remote Contingent Workforce Management jobs near you

Senior Manager, Contingent Labor Program Project - Remote

DivIHN

Deerfield, IL • On-site, Remote

$118K - $118K/yr

Contractor

Posted 13 days ago

Job description

For further inquiries regarding the following opportunity, please contact one of our Talent Specialists, Remy at (224) 394 4902 (or) Hema Malini at (630) 847 0275
Title: Senior Manager, Contingent Labor Program Project - Remote
Location: Remote
Duration: 12 Months
Only W2 candidates are eligible for this position. Third-party or C2C candidates will not be considered.
Description
Position Summary
  • The Senior Manager, Contingent Labor Program Projects is responsible for leading the planning, coordination, and execution of key initiatives supporting the organization's contingent workforce program.
  • This role will be instrumental in delivering program enhancements, supporting the expansion of contingent labor operations into the EMEA region, and ensuring successful implementation of strategic priorities established by HR Leadership.
  • This is a highly visible role with regular interaction and exposure to senior HR leaders, cross-functional executives, and external workforce partners.
  • The individual in this role will play a critical part in translating strategic direction into operational execution while providing leadership with clear project insights, risk assessments, and recommendations.
  • The ideal candidate is a strong project and program management professional with prior experience implementing or enhancing MSP programs and a solid understanding of contingent workforce practices.
  • Supporting U.S., Canada, and Latin America contingent workforce programs.
  • Future program expansion will include APAC and China.

Job Responsibilities
  • Program Execution & Project Management
  • Develop and manage detailed project plans, timelines, milestones, deliverables, and risk mitigation strategies in conjunction with the HR Project Sponsor and MSP Partner.
  • Coordinate cross-functional workstreams to ensure projects are completed on time, within scope, and aligned to business objectives.
  • Monitor project progress, identify risks and dependencies, and drive timely resolution through effective stakeholder engagement.
  • Proactively communicate project risks, issues, and potential impacts to the HR Project Sponsor, while recommending remediation plans, mitigation strategies, and decision points to support successful project outcomes.
  • Ensure consistent project governance, documentation, and communication throughout the project lifecycle.

EMEA Expansion Support
  • Lead project activities associated with the expansion of the contingent labor program into the EMEA region.
  • Coordinate with regional stakeholders, MSP partners, Legal, Procurement, HR, and Compliance teams to support implementation activities.
  • Track key milestones, dependencies, and readiness activities to ensure successful deployment.

MSP & Vendor Partnership
  • Serve as a key liaison between the organization and MSP partner(s).
  • Facilitate recurring business reviews, status meetings, and project governance discussions.
  • Monitor vendor performance and foster strong partnerships to drive accountability and continuous improvement.

Stakeholder Management & Communication
  • Partner effectively with HR, Procurement, Finance, Legal, Compliance, IT, and business leaders.
  • Serve as a trusted advisor to the HR Project Sponsor by providing regular status updates, escalating critical risks early, and presenting recommended solutions.

Executive Reporting
  • Create executive-ready presentations, dashboards, and status updates.
  • Prepare concise executive summaries and recommendations.
  • Support a high-profile portfolio of initiatives with significant visibility across HR Leadership and key enterprise stakeholders.

Required Qualifications
  • 5-7+ years of strong Project Management experience, with a proven track record in project execution.
  • Experience implementing, managing, or enhancing an MSP contingent workforce program.
  • Hands-on experience managing project plans, timelines, milestones, risks, dependencies, and cross-functional execution.
  • Strong understanding of MSP programs, contingent workforce operations, workforce compliance, supplier management, and contingent labor populations.
  • EMEA experience is required.
  • Regulated industries Preferred

Education
  • Bachelor's degree in a related field.
  • Associate's degree is acceptable if the candidate has strong relevant experience in project execution and EMEA contingent workforce programs.

Success Factors
  • Ability to anticipate risks and proactively escalate issues.
  • Demonstrated executive presence and confidence operating in a highly visible environment.
  • Ability to communicate effectively with executive leadership through concise and impactful reporting.
  • Prior experience managing a contingent worker program or expansion in EMEA.

Tools
  • SAP Fieldglass
  • Workday

Titles
  • Candidates with previous titles such as VP, Associate Director, Director are acceptable as long as they have hands-on project execution experience and EMEA experience.

Interview Process
  • 2 virtual interview rounds.
  • 3rd round may be scheduled if needed.

Apply