Contingent Workforce Manager

Contingent Workforce Manager

The Contingent Workforce Manager is responsible for leading the strategy, operations, and governance of Herbalife's Global contingent labor program. This includes managing contractors, temporary workers, consultants, and other non-employee talent. The role ensures efficient sourcing, compliance with labor laws, strong vendor partnerships, and a consistent, inclusive experience for contingent staff across all regions.

Vendor & Partner Management

Serve as the primary liaison with staffing agencies, managed service providers, and outsourcing partners. Negotiate contracts and service-level agreements to ensure efficient and high-quality service delivery. Develop vendor performance, compliance, and adherence to agreed-upon metrics. Collaborate with procurement and legal teams to manage vendor relationships and mitigate risks.

Contingent Workforce Strategy & Alignment

Align contingent labor needs with business priorities and workforce planning goals. Engage with HR, Talent Acquisition, and business leaders to develop and complete contingent workforce strategies. Promote consistent communication and alignment across teams regarding contingent labor practices. Share guidelines and standardize processes globally to ensure consistency and scalability.

Operational Excellence

Ensure adherence to labor laws, worker classification standards, and internal policies. Conduct regular audits to identify and mitigate co-employment risks. Utilize Employer of Record services where appropriate to manage legal and operational risks. Maintain confidentiality and manage sensitive employment data with integrity.

Data & Insights

Coordinate with onboarding leads and regional HR teams to secure seamless onboarding and offboarding of contingent workers. Partner with regional teams to ensure local compliance and process alignment. Work with HRIS and IT teams to implement, manage, and troubleshoot Vendor Management System platforms. Promote process efficiency and resolve system-related issues in coordination with technical teams. Track and analyze key contingent workforce metrics such as spend, tenure, turnover, and diversity. Provide actionable insights and reports to leadership on workforce trends and opportunities. Use data to inform strategic decisions and improve program performance.

Skills and Background Required to Be Successful

7 years of experience in talent acquisition, workforce planning, or contingent workforce management Experience with vendor management systems and HR technology platforms Knowledge of employment law and compliance requirements for contingent workers

Education : Bachelor's degree in Human Resources, Business Administration, or related field, and work experience