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Remote Contingent Workforce Management Jobs in Atlanta, GA

Data Analyst

Atlanta, GA ยท On-site +1

F M Talent Source is an enterprise that provides business and workforce solutions to help ... This position is contingent upon contract award. The listed salary range is a general estimate ...

Showing results 21-40

Remote Contingent Workforce Management information

See Atlanta, GA salary details

$24K

$73.5K

$155.8K

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

As of Sep 2, 2026, the average yearly pay for remote contingent workforce management in Atlanta, GA is $73,487.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,700.00 and $88,500.00 per year, depending on experience, location, and employer.

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 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 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 Atlanta, GA?

The most popular types of Contingent Workforce Management jobs in Atlanta, GA are:

What are popular job titles related to Remote Contingent Workforce Management jobs in Atlanta, GA?

For Remote Contingent Workforce Management jobs in Atlanta, GA, the most frequently searched job titles are:

What job categories do people searching Remote Contingent Workforce Management jobs in Atlanta, GA look for?

The top searched job categories for Remote Contingent Workforce Management jobs in Atlanta, GA are:

What cities near Atlanta, GA are hiring for Remote Contingent Workforce Management jobs?

Cities near Atlanta, GA with the most Remote Contingent Workforce Management job openings:

Infographic showing various Remote Contingent Workforce Management job openings in Atlanta, GA as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $73,487 per year, or $35.3 per hour.

Distribution Modernization, AMI & Grid-Automation Specialist (RAET) -- 30303

Axyde Analytics

Atlanta, GA โ€ข On-site, Remote

Contractor

Posted 6 days ago


Job description

Work arrangement: Remote / U.S.-based; job-board anchor: Atlanta, GA 30303
Opportunity: Contingent specialist role supporting Axyde's proposal for USTDA 1131PL26R0056
Mobilization: Potential Regional Asia travel within 20 calendar days after Axyde's written notice following award

Role purpose

Evaluate distribution-modernization opportunities from loss reduction and reliability through AMI, DER integration, automation, communications and implementation readiness.

Representative problems this role must solve
  • A utility proposes AMI or automation without a validated operational use case, communications architecture, data-governance plan or benefit baseline.
  • High losses, outages or DER growth require coordinated feeder studies, protection, voltage, hosting-capacity and control-system work.
  • The Government needs a right-sized TA or feasibility scope that connects technology procurement to utility processes, cybersecurity, workforce and measurable outcomes.
Responsibilities
  • Assess distribution planning, reliability, technical/nontechnical losses, feeder automation, ADMS/SCADA, AMI, DER integration and communications needs.
  • Define baseline data, pilot design, system interfaces, cybersecurity requirements, implementation stages and benefit-verification criteria.
  • Develop or review TOR tasks, budgets, schedules, procurement packages, training and organizational-change requirements.
  • Integrate utility operations, tariff/regulatory, customer, vendor and finance considerations.
Minimum evidence-based qualifications
  • Direct electric-distribution planning, AMI, grid automation, ADMS/SCADA, DER integration, utility operations or loss-reduction experience.
  • Evidence of personally leading or reviewing utility modernization roadmaps, pilots, procurements, system integrations or benefit assessments.
  • Emerging-market utility, cybersecurity or telecom/communications experience is strongly preferred.
  • Demonstrated senior/expert judgment, normally supported by at least 10 years of directly relevant work and specific project or decision-product evidence.
  • Ability to separate verified facts, assumptions, professional judgments, uncertainties and recommendations in concise written English.
  • U.S. citizen or non-U.S. citizen lawfully admitted for permanent residence in the United States; written attestation is required before proposal inclusion.
  • Ability to become available for potential Regional Asia travel within 20 calendar days after Axyde's written mobilization notice following contract award, subject to assignment needs and Government direction.
  • Willingness to disclose availability, employment/contract restrictions, confidentiality obligations, conflicts, noncompetes and country/customer limitations.
Evidence to submit
  • Current resume or CV with dates, employer/client, country, project stage, personal role, methods used, decision product and outcome for the most relevant assignments.
  • Two to four representative projects that substantiate the specific expertise claimed; identify what you personally did rather than the team's general scope.
  • Countries/regions worked, languages used professionally, current location, travel limitations and relevant licenses, registrations, certifications, standards or publications.
  • Written permission for Axyde to use and evidence-preservingly reformat the resume for solicitation 1131PL26R0056, subject to final resume review if requested.
Application questions
  • Are you a U.S. citizen or lawful permanent resident? State one; do not upload identity documents at the application stage.
  • May Axyde use your name and evidence-preservingly tailor/reformat your resume for this specific contingent proposal?
  • Could you become available for required Regional Asia travel within 20 calendar days after Axyde's written mobilization notice following contract award? Identify restrictions.
  • Identify current employment, contractual, confidentiality, noncompete, customer, country or conflict restrictions relevant to this opportunity.
  • Describe a distribution-modernization program where you changed the technology, scope, sequence or benefit case.
  • Identify the utility systems, communications protocols, vendors or platforms with which you have direct implementation experience.
  • Which modules can you lead: planning, reliability/losses, AMI, automation, ADMS/SCADA, DER, communications, cybersecurity or independent review?
Important contingent-opportunity notice

This posting supports Axyde Analytics, LLC's competitive proposal for U.S. Trade and Development Agency solicitation 1131PL26R0056 and is not an offer or guarantee of employment, independent-contractor engagement, contract award, assignment, hours, travel or compensation. Any role remains contingent on Axyde receiving an award, the Government's actual assignment needs, final role alignment, verified eligibility and qualifications, availability, absence or mitigation of conflicts, mutually agreed compensation and execution of appropriate engagement documentation. Candidate rate requests are collected separately, if requested later, and do not determine Axyde's proposal pricing. Do not submit passports, green cards, Social Security numbers, export-controlled information, customer-proprietary material or third-party confidential information with the initial application. Axyde will request only the written confirmations and secure evidence needed for proposal release and lawful engagement.

Axyde Analytics, LLC considers qualified candidates without regard to protected status and evaluates applicants against the evidence and operational requirements of the contingent role.