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.

Essential Duties and Responsibilities

Strategy and Program Leadership

• 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.

Financial and Supplier Management

• 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.

Compliance, Risk, and Governance

• 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.

Technology, Analytics, and Continuous Improvement

• 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.

Team and Stakeholder Leadership

• 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.

Key Performance Indicators

Success in this role may be measured through:

• 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

Job Qualifications

Required

• 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.

Preferred

• Master’s degree, preferably an MBA or related advanced degree.

• Certified Contingent Workforce Professional (CCWP) certification or comparable credential.

• Experience supporting multinational programs across North America, EMEA, APAC, and Latin America.

• Experience with platforms such as SAP Fieldglass, Beeline, VNDLY, Flextrack, Workday, Coupa, or comparable workforce and procurement systems.

• Experience designing total talent, external workforce, or workforce-transformation strategies.

Location & Work Arrangement

• This position is open to candidates located anywhere in the United States. Candidates who reside within 50 miles of a Wolters Kluwer office will work in a hybrid capacity, with a minimum of eight onsite days per month.

Our Interview Practices

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.

Compensation:

Compensation range listed is based on primary location of the position.  Actual base salary offer is influenced by a wide array of factors including but not limited to skills, experience and actual hiring location. Your recruiter can share more information about the specific offer for the job location during the hiring process. 

Additional Information:

Wolters Kluwer offers a wide variety of competitive benefits and programs to help meet your needs and balance your work and personal life, including but not limited to: Medical, Dental, & Vision Plans, 401(k), FSA/HSA, Commuter Benefits, Tuition Assistance Plan, Vacation and Sick Time, and Paid Parental Leave. Full details of our benefits are available upon request.