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About the Role
The HR Director, Contingent Workforce owns the strategy, governance, optimization, and execution of the organization’s contingent workforce program. This role leads the end-to-end management of staff augmentation, independent contractors, and statement-of-work engagements. The Director ensures the external workforce is cost-effective, compliant, scalable, and aligned with enterprise workforce and total talent strategies.
Responsibilities
- Develop and execute a multi-year contingent workforce strategy and roadmap.
- Lead program governance, including policy development and stakeholder communications.
- Own the contingent labor lifecycle from demand planning through offboarding.
- Establish consistent global or regional operating standards.
- Oversee contingent labor spend, budgeting, forecasting, and supplier optimization.
- Identify and deliver cost savings and cost-avoidance opportunities.
- Lead the managed service provider (MSP), staffing supplier, independent contractor, and statement-of-work supplier ecosystem.
- Conduct supplier selection, contract negotiations, and performance reviews.
- Establish and manage supplier performance standards and service-level agreements.
- Ensure compliance with labor laws, worker-classification requirements, and data privacy.
- Oversee independent contractor governance and risk escalation protocols.
- Partner with Legal, Risk, HR, and Compliance teams to assess and mitigate risks.
- Drive adoption of approved sourcing channels and reduce rogue spend.
- Lead the strategy, optimization, and adoption of the vendor management system (VMS).
- Improve system integrations, reporting, and data quality.
- Evaluate emerging workforce technologies.
- Build executive dashboards and reporting for program visibility.
- Lead, coach, and develop the contingent workforce team.
- Serve as a strategic advisor to senior business leaders on contingent labor.
- Build strong relationships with hiring managers to ensure a high-quality customer experience.
Requirements
- Bachelor’s degree in Human Resources, Business, Supply Chain, Finance, or a related discipline.
- 12 or more years of progressive experience in workforce management, contingent workforce programs, procurement, managed service programs, talent acquisition, HR operations, or a related field.
- Seven or more years of experience leading contingent workforce programs at enterprise scale.
- Demonstrated experience managing MSP and VMS solutions.
- Proven expertise in contingent labor compliance, worker classification, co-employment risk, independent contractor governance, and statement-of-work engagement practices.
- Experience overseeing contingent labor spend, supplier contracts, rate cards, supplier performance, and strategic sourcing initiatives.
- Strong leadership, executive communication, analytical, financial-management, change-management, and stakeholder-influence skills.
- Ability to work effectively across Procurement, HR, Legal, Finance, IT, Risk, and senior business leadership.
Skills
- Contingent workforce strategy
- Program governance
- Lifecycle management
- Financial management
- Supplier management
- Compliance and risk management
- Vendor Management System (VMS) optimization
- Data analytics and reporting
- Leadership and team development
- Stakeholder influence
- Executive communication
- Change management
Location
- United States
Work Type
- Hybrid
Experience Level
- 12+ years of experience
- 7+ years of leadership experience
Education Level
- Bachelor's degree
- Master's degree (preferred)
- Certified Contingent Workforce Professional (CCWP) (preferred)
Salary/Compensations
- $165,400.00 - $295,600.00 USD
- Eligible for Bonus
Benefits
- Medical, Dental, & Vision Plans
- 401(k)
- FSA/HSA
- Commuter Benefits
- Tuition Assistance Plan
- Vacation and Sick Time
- Paid Parental Leave
About the Company
- Wolters Kluwer offers a wide variety of competitive benefits and programs to help meet your needs and balance your work and personal life.
Equal Opportunity
- To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.
- Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.