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Remote Contingent Workforce Management Jobs (NOW HIRING)

Allied

Workforce Coordinator

Chicago, IL · On-site +1

$21 - $22/hr

Manage real-time contact activity and agent adherence, document agent absenteeism with identifying ... Remote Here at Allied, we believe that great talent can thrive from anywhere. Our remote friendly ...

New

Allied Benefit Systems

Workforce Coordinator

Chicago, IL · Remote

$21 - $22/hr

Manage real-time contact activity and agent adherence, document agent absenteeism with identifying ... Remote Here at Allied, we believe that great talent can thrive from anywhere. Our remote friendly ...

Lifted

Enterprise Account Manager

Lifted is the first talent, country, and contract-agnostic contingent workforce management solution, giving enterprises a unified way to source, contract, manage, and pay any type of contingent ...

Lifted

Commercial Account Manager

Lifted is the first talent, country, and contract-agnostic contingent workforce management solution, giving enterprises a unified way to source, contract, manage, and pay any type of contingent ...

Cortex

Remote RN Inbound Agent

$25/hr

As a Remote RN Contingent Hurricane Response Agent, you will play a critical role in assisting ... Receive and manage inbound phone calls from policyholders affected by hurricanes Gather accurate ...

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$25K

$76.4K

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

As of Jun 8, 2026, the average yearly pay for remote contingent workforce management in the United States is $76,417.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,500.00 and $92,000.00 per year, depending on experience, location, and employer.

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.

More about Remote Contingent Workforce Management jobs
What cities are hiring for Remote Contingent Workforce Management jobs? Cities with the most Remote 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 Remote Contingent Workforce Management jobs? States with the most job openings for Remote Contingent Workforce Management jobs include:
What job categories do people searching Remote Contingent Workforce Management jobs look for? The top searched job categories for Remote Contingent Workforce Management jobs are:
Remote Contingent Workforce Management jobs near you
Infographic showing various Remote Contingent Workforce Management job openings in the United States as of May 2026, with employment types broken down into 77% Full Time, 8% Part Time, 2% Temporary, and 13% Contract. Highlights an 100% Remote job distribution, with an average salary of $76,417 per year, or $36.7 per hour.
Senior Manager, Contact Center - BPO & Workforce Management (Remote)

Senior Manager, Contact Center - BPO & Workforce Management (Remote)

Lands' End

Dodgeville, WI • On-site, Remote

$90K - $105K/yr

Full-time

Medical, Dental, Vision, PTO

Posted 5 days ago

Lands' End rating

7.0

Company rating: 7.0 out of 10

Based on 32 frontline employees who took The Breakroom Quiz

16th of 102 rated fashion retailers

Job description

This position is a fully remote role. Travel is required up to 20% of the time to our BPO facilities and WI headquarters.
We are seeking an experienced Senior Manager, Contact Center - BPO & Workforce Management to provide strategic leadership across outsourced contact center partners and enterprise workforce management functions. This role is critical in ensuring the right staffing, at the right time, at the right cost-while delivering a strong, consistent customer experience across both internal and external teams.
This leader will serve as a key partner to third-party BPO providers, driving performance, capacity planning, and operational alignment, while also overseeing workforce management strategies that support business growth, peak planning, and cost optimization.
Responsibilities:
BPO Strategy & Partner Leadership
  • Provide senior-level oversight and strategic direction for third-party BPO contact center partners.

  • Partner with BPOs to align on hiring plans, ramp schedules, productivity targets, and attrition assumptions.

  • Support vendor selection activities, including RFPs, onboarding, and contract negotiations.

  • Monitor and optimize BPO performance through data-driven insights, KPI management, and ongoing operational reviews.

  • Build strong working relationships across global partners and internal stakeholders.

Workforce Management Leadership
  • Lead workforce management strategy across contact center operations, including forecasting, capacity planning, scheduling, and headcount optimization.

  • Ensure workforce plans support seasonal volume swings, peak periods, and long-term business needs.

  • Guide and develop a team of analysts focused on performance metrics, staffing models, and operational reporting.

  • Partner cross-functionally to align workforce plans with financial targets and customer experience goals.

Operational & Strategic Impact
  • Independently lead complex initiatives and cross-functional projects with decision-making authority.

  • Serve as a key contributor to new systems or technology implementations affecting contact center operations.

  • Use data and analytics to inform decisions, improve performance, and drive continuous improvement across internal and outsourced environments.

Qualifications:
Experience & Expertise
  • 8-12 years of progressive leadership experience, with a strong background in contact center operations.

  • 5+ years of experience in workforce management (forecasting, capacity planning, scheduling).

  • 3+ years managing outsourced, offshore, or nearshore BPO partners.

  • Experience supporting RFPs, vendor onboarding, or contract negotiations.

  • Demonstrated understanding of the BPO landscape and evolving outsourcing models.

  • Experience leading multisite or global contact center operations.

Leadership & Skills
  • Strategic thinker with the ability to translate business goals into operational plans.

  • Strong data-driven decision-maker with excellent analytical skills.

  • Effective communicator with the ability to influence across teams, levels, and cultures.

  • Proven ability to manage competing priorities in a fast-paced, changing environment.

  • Comfortable working across time zones and supporting global operations.

Education
  • Bachelor's degree required or equivalent experience.

  • Advanced degree (MBA or similar) preferred.

Why Join Us
You'll have the opportunity to shape how outsourced partners and workforce strategies support a high-quality customer experience-at scale. This role offers visibility, influence, and the chance to drive meaningful operational impact across a complex, evolving contact center environment.
The pay range for this position is $90,000 - $105,000. An employee's pay within the salary range will be based on numerous factors including, but not limited to, relevant education, qualifications, experience, skills, geographical location, and business or organizational needs. This position may also be eligible for annual merit increase, bonus, and/or incentive compensation. We also offer a comprehensive benefits package including paid time off, health, dental, vision, and disability benefits.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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