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OakTree Staffing

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Contingent Workforce Professional

Oklahoma City, OK · On-site

Contingent Workforce Professional Location: Oklahoma City, Ok Description: The Contingent Workforce ... Support supplier management activities including supplier onboarding and offboarding, supplier ...

Instacart

Program Manager Contingent Workforce

OR · On-site +1

This role sits at the intersection of vendor management, workforce planning, and risk, and reports ... contingent workforce. What you'll cook up in your first year * A fully operational program, not ...

Instacart

Program Manager Contingent Workforce

This role sits at the intersection of vendor management, workforce planning, and risk, and reports ... Experience with contingent workforce management platforms (e.g., Beeline, SAP Fieldglass, Workday ...

Lyft

Contingent Workforce Program Lead

Nashville, TN · On-site

You'll report to the contingent workforce program manager and help the team prepare to grow their global footprint while automating and creating education around the CW programs ability to support.

Lyft

Contingent Workforce Program Lead

Nashville, TN · On-site

You'll report to the contingent workforce program manager and help the team prepare to grow their global footprint while automating and creating education around the CW programs ability to support.

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How much do contingent workforce management jobs pay per year?

As of Aug 29, 2026, the average yearly pay for 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 is contingent workforce management?

A Contingent Workforce Management job involves overseeing temporary, contract, freelance, and gig workers within an organization. This role includes managing vendor relationships, ensuring compliance with labor laws, optimizing workforce costs, and improving operational efficiency. Professionals in this role collaborate with HR, procurement, and legal teams to design strategies for sourcing, onboarding, and retaining contingent talent. Effective contingent workforce management helps organizations scale operations flexibly while maintaining productivity and compliance.

What are the key skills and qualifications needed for contingent workforce management?

To excel in Contingent Workforce Management, you need expertise in workforce planning, vendor management, staffing strategies, and often a bachelor's degree in human resources or a related field. Experience with VMS (Vendor Management Systems), applicant tracking systems, and certifications like SIA's CCWP (Certified Contingent Workforce Professional) are highly valuable. Strong interpersonal, negotiation, and organizational skills help you build relationships with suppliers while managing multiple stakeholder needs. These competencies are critical to ensuring a flexible, compliant, and cost-effective contingent workforce that aligns with organizational objectives.

What are common challenges faced in contingent workforce management and how are they addressed?

Professionals in Contingent Workforce Management often face challenges related to balancing cost efficiency, compliance with labor regulations, and ensuring timely fulfillment of staffing needs. Navigating complex supplier relationships and varying contract terms can require careful negotiation and strong analytical skills. Many organizations address these challenges by leveraging advanced workforce management technologies and maintaining clear, standardized processes for onboarding and managing contingent workers. Collaboration with procurement, HR, and legal teams is essential to resolve issues quickly and keep programs running smoothly. Staying informed about industry trends and regulatory changes also helps professionals proactively manage risks and improve program outcomes.

Do contingent workers get paid?

Contingent workers are paid for their work according to the terms of their temporary or contract employment, which can include hourly wages, project-based fees, or salaries. Payment schedules and methods are typically outlined in their employment agreements and can vary by employer and industry. They are generally eligible for compensation just like permanent employees, though benefits may differ.

What does a contingent workforce management do?

Contingent workforce management involves overseeing temporary, contract, or freelance workers to ensure staffing needs are met efficiently. It includes tasks such as sourcing, onboarding, compliance, and performance tracking, often using specialized tools and vendor relationships to optimize workforce flexibility and cost control.
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What are the most commonly searched types of Contingent Workforce Management jobs?

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contingent workforce management jobs near you
Infographic showing various Contingent Workforce Management job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $76,417 per year, or $36.7 per hour.

Contingent Workforce Manager

Nashville, TN • On-site

Software Guidance & Assistance
Health Care and Social Assistance • 51 - 200 employees
Learn more about Software Guidance & Assistanceexternal

Other

Posted 24 days ago

Job description

Software Guidance & Assistance, Inc. (SGA) is searching for a Contingent Workforce Manager for a Full-time opportunity with one of our premier clients in Nashville, TN. Hybrid scheduled
The Contingent Workforce Manager is responsible for overseeing the end-to-end management of a contingent labor program, ensuring the successful delivery of contract talent through a Managed Service Provider (MSP) and supplier network. This role serves as the primary liaison between hiring managers, the MSP, and staffing suppliers, driving vendor performance, workforce planning, compliance, and operational excellence while ensuring timely fulfillment of business staffing needs.
Responsibilities :
  • Manage the organization's contingent workforce program through an MSP (Managed Service Provider).
  • Build and maintain strong relationships with staffing vendors and supplier partners to ensure consistent delivery of qualified talent.
  • Serve as the primary point of contact between internal hiring managers, procurement, HR, and staffing suppliers.
  • Partner with business leaders to understand workforce planning needs and develop effective contingent staffing strategies.
  • Monitor vendor performance, including fill rates, quality of candidates, response times, diversity metrics, and service-level agreements (SLAs).
  • Collaborate with procurement and legal teams to ensure vendor compliance with contracts, policies, and regulatory requirements.
  • Oversee requisition management, interview coordination, offer approvals, onboarding, contract extensions, and offboarding processes.
  • Ensure compliance with employment regulations, worker classification requirements, and company policies.
  • Analyze contingent workforce metrics, spend, headcount, time-to-fill, supplier performance, and market trends to provide actionable recommendations.
  • Identify opportunities to optimize costs, improve operational efficiencies, and enhance supplier engagement.
  • Support workforce governance initiatives and maintain accurate reporting within the Vendor Management System (VMS).
  • Drive continuous process improvements across the contingent labor lifecycle.

Requirements :
  • 5+ years of experience managing contingent workforce programs, staffing operations, or vendor management.
  • Experience working within an MSP and Vendor Management System (VMS) environment (e.g., Beeline, SAP Fieldglass, IQNavigator, or similar).
  • Strong knowledge of contingent labor practices, supplier management, and workforce planning.
  • Experience engaging with staffing agencies, suppliers, and procurement teams.
  • Excellent relationship management, negotiation, and communication skills.
  • Strong analytical skills with experience interpreting workforce data and supplier performance metrics.
  • Ability to manage multiple priorities in a fast-paced, cross-functional environment.
  • Proficiency with Microsoft Excel and reporting/dashboard tools.
  • Bachelor's degree in Human Resources, Business Administration, Supply Chain, or a related field (or equivalent experience).

Preferred Skills :
  • Experience supporting enterprise-level contingent workforce programs.
  • Knowledge of procurement processes and contract management.
  • Familiarity with workforce compliance, worker classification, and labor regulations.
  • Experience developing supplier scorecards and conducting quarterly business reviews (QBRs).
#LI-JW1
SGA is a technology and resource solutions provider driven to stand out. We are a women-owned business. Our mission: to solve big IT problems with a more personal, boutique approach. Each year, we match consultants like you to more than 1,000 engagements. When we say let's work better together, we mean it. You'll join a diverse team built on these core values: customer service, employee development, and quality and integrity in everything we do. Be yourself, love what you do and find your passion at work. Please find us at .
SGA is an Equal Opportunity Employer and does not discriminate on the basis of Race, Color, Sex, Sexual Orientation, Gender Identity, Religion, National Origin, Disability, Veteran Status, Age, Marital Status, Pregnancy, Genetic Information, or Other Legally Protected Status. We are committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, and our services, programs, and activities. Please visit our company to request an accommodation or assistance regarding our policy.

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