Why this role is on the menu

Instacart's Talent Team is at an inflection point in how we manage external workforce: our contingent population has grown steadily, and there is now an opportunity to build and mature the governance, policy, and program infrastructure to match that growth. We're hiring a Lead Contingent Workforce Program Manager to inherit our newly launched MSP/VMS platform (Beeline + Monument) and turn it into a fully governed, scalable program — with clear policies, a trusted supplier network, and a compliance-first operating model. This role sits at the intersection of vendor management, workforce planning, and risk, and reports to the Head of Talent, working closely with Finance, Legal, Accounting, and IT. Twelve months from now, this person will have built a comprehensive playbook giving Instacart even greater visibility and insight into its contingent workforce.

What you'll cook up in your first year

• A fully operational program, not just a platform. You'll take this project from a newly launched system of record to a program with governance frameworks, standard operating procedures, and clear accountability structures — giving Instacart a durable operating model for its contingent workforce, not just new software.
• A trusted, well-governed supplier network. As the primary Instacart point of contact for Monument (MSP) and Beeline (VMS), you'll manage the approved supplier network and own onboarding and offboarding, ensuring every supplier operates within Instacart's rate, compliance, and worker classification frameworks.
• Policies that hold up under audit. Partnering with Legal and Accounting, you'll refine and operationalize worker classification and tenure management policies that are SOX audit-ready, further strengthening the controls needed to scale the program.
• A hiring manager population that adopts the model without friction. Through communications, training, and enablement materials, you'll drive organizational adoption of the new contingent workforce model — making compliant engagement of external labor the path of least resistance.
• A roadmap that takes the program beyond launch. You'll own what comes next — international expansion via a centralized EOR, platform enhancements, and improved spend reportability — identifying evolving needs as the program matures and bringing stakeholders along to address those needs.

The secret ingredients we're looking for

Must-have pantry staples (Minimum Qualifications)

• 7+ years of experience in program management, operations, or workforce management, with a demonstrated track record of building programs from scratch in ambiguous, fast-moving environments.
• Experience managing vendor or supplier relationships, ideally in a staffing, MSP, or VMS context.
• Strong process development skills — you design operating models, not just execute against them.
• Proven ability to drive cross-functional alignment across Finance, Legal, HR, and business stakeholders.
• Comfortable leading a newly launched program where the playbook is still being built — you’ll write it.
• Exceptional communication and influencing skills, including at the executive level.

Optional garnishes (Preferred Qualifications)

• Experience with contingent workforce management platforms (e.g., Beeline, SAP Fieldglass, Workday) or MSP programs.
• Familiarity with employment law, worker classification, or SOX compliance in an HR or workforce context.
• Background in HR, Talent, or People Operations.
• Experience leading international workforce programs or employer-of-record (EOR) engagements.

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