HR Director, Global Contingent Workforce

Position Summary

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, statement-of-work engagements across applicable regions and business units.

Partnering closely with Sourcing, Human Resources, Finance, Legal, Risk, IT, and business leaders, the Director ensures the external workforce is cost-effective, compliant, scalable, and aligned with enterprise workforce and total talent strategies.

• Develop and execute a multi-year contingent workforce strategy and roadmap aligned with enterprise objectives, workforce planning needs, and total talent priorities.
• Lead program governance, including executive steering committee participation, policy development, stakeholder communications, and change management.
• Own the end-to-end contingent labor lifecycle, from demand planning and requisition intake through onboarding, engagement management, extensions, tenure monitoring, and offboarding.
• Establish consistent global or regional operating standards while accounting for jurisdictional requirements and business needs.

• Oversee contingent labor spend, budgeting, forecasting, rate-card governance, and supplier optimization initiatives.
• Identify and deliver cost savings and cost-avoidance opportunities while preserving worker quality, speed, and business continuity.
• Lead the managed service provider (MSP), staffing supplier, independent contractor, and statement-of-work supplier ecosystem.
• Conduct supplier selection, rationalization, contract negotiations, quarterly business reviews, and corrective-action planning in partnership with Procurement and Legal.
• Establish and manage supplier performance standards, service-level agreements, and performance scorecards.

• Ensure compliance with labor laws, worker-classification requirements, co-employment standards, tax obligations, tenure limits, data privacy requirements, and internal policies.
• Oversee independent contractor governance, audit readiness, worker classification processes, and risk escalation protocols.
• Partner with Legal, Risk, HR, and Compliance teams to assess and mitigate contingent workforce risks across geographies and engagement types.
• Drive adoption of approved sourcing channels and reduce rogue spend or non-compliant workforce engagements.

• Lead the strategy, optimization, and adoption of the vendor management system (VMS) and related workforce technology.
• Partner with HRIS, Procurement, Finance, and IT teams to improve system integrations, reporting, workflow automation, and data quality.
• Evaluate emerging workforce technologies, including AI-enabled planning and analytics tools, to improve decision-making and program effectiveness.
• Build executive dashboards and reporting that provide clear visibility into spend, demand, supplier performance, compliance, quality, and program adoption.

• Lead, coach, and develop the contingent workforce team and establish clear operating expectations across internal and external partners.
• Serve as a strategic advisor to senior business leaders on contingent labor market conditions, workforce capacity, supplier strategy, and talent risks.
• Build strong relationships with hiring managers and functional leaders to ensure the program delivers a high-quality, responsive customer experience.

• Cost savings and cost avoidance against baseline spend
• Time-to-fill and requisition-to-placement cycle time
• Supplier quality, fill rate, compliance, and service-level performance
• Hiring-manager satisfaction and worker-quality scores
• Independent contractor classification and co-employment audit results
• Worker tenure compliance by jurisdiction
• Program adoption, channel compliance, and rogue-spend reduction
• Diverse supplier spend and supplier-diversity goals
• Forecast accuracy and rate-card competitiveness

• 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…