Contingent Workforce Specialist

About the Role

The Contingent Workforce Specialist is responsible for managing end-to-end contingent workforce recruitment activities including requisition intake vendor coordination candidate sourcing and screening interview management offer coordination onboarding support and contingent workforce administration. This role partners closely with hiring managers staffing vendors HR Operations and business leaders to ensure timely fulfillment of temporary contract consultant MSP and contingent labor requirements while delivering a positive candidate and stakeholder experience.

Key Responsibilities

Recruitment & Talent Acquisition

• Manage full-cycle contingent workforce recruitment from requisition intake through onboarding.
• Partner with hiring managers to understand workforce needs hiring timelines and candidate requirements.
• Build and maintain talent pipelines for high-volume niche and hard-to-fill contingent positions.
• Conduct candidate screening qualification assessments and shortlist reviews.
• Coordinate interviews collect feedback and facilitate hiring decisions.
• Provide regular recruitment updates and market insights to stakeholders.
• Maintain service level agreements and hiring metrics to ensure timely hiring outcomes.

Vendor & Staffing Agency Management

• Serve as the primary point of contact for staffing vendors and MSP partners.
• Manage candidate submissions escalations and fulfillment performance.
• Monitor vendor responsiveness pipeline quality and hiring outcomes.
• Support strategic workforce planning by leveraging vendor partnerships and talent market intelligence.

Contingent Workforce Operations

• Facilitate contingent workforce onboarding extensions conversions and offboarding activities.
• Support contingent worker administration within VNDLY and related systems.
• Review work orders worker records and contingent workforce documentation for accuracy and compliance.
• Partner with HR Operations Payroll Legal Procurement and Finance as needed to ensure smooth contingent worker lifecycle management.
• Support contingent workforce reporting and workforce planning activities.

Stakeholder Partnership

• Build strong relationships with hiring managers across business functions.
• Provide consultation on contingent labor strategies workforce planning and hiring approaches.
• Collaborate with Talent Acquisition HR Operations and business leaders to improve recruitment processes and candidate experience.
• Participate in workforce planning and requisition review meetings.

Process Improvement & Compliance

• Maintain accurate recruitment and contingent worker data within Workday VNDLY and related systems.
• Support recruitment process standardization and continuous improvement initiatives.
• Ensure hiring activities comply with company policies employment regulations and contingent workforce governance requirements.
• Develop and maintain process documentation job aids and operational procedures.

Minimum Qualifications

• High School Diploma or equivalent required; Bachelors degree preferred.
• 3 years of recruitment experience preferably supporting contingent workforce volume hiring agency recruiting or staffing operations.
• Experience managing multiple requisitions simultaneously in a fast-paced environment.
• Experience working with staffing agencies and third-party labor providers.
• Strong stakeholder management and communication skills.
• Proficiency with ATS and HR systems (Workday experience preferred).
• Strong organizational skills and attention to detail.

Preferred Qualifications

• Experience supporting global recruitment or contingent workforce programs.
• Experience with Vendor Management Systems (VNDLY preferred).
• Experience in healthcare medical device manufacturing customer service or technology recruitment.
• Knowledge of workforce planning MSP programs and contingent labor compliance requirements.

Equal Employment Opportunity

As part of our core values we support a diverse and inclusive workforce. We welcome and celebrate people of all backgrounds experiences skills and perspectives. Employment decisions should be made based on qualifications business needs and applicable laws.