Contingent Workforce Manager

THE ROLE:

 

The Contingent Workforce Manager is responsible for leading the strategy, operations, and governance of the 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.

 

HOW YOU WOULD CONTRIBUTE:

 

Vendor & Partner Management

• Serve as the primary liaison with staffing agencies, managed service providers (MSPs), 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 (EOR) 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 (VMS) 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: 

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Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field;
• 7+ years of experience in workforce management, HR operations, or talent acquisition, with at least 3 years focused on contingent labor programs.
• Proven experience managing global contingent workforce programs, including vendor management and compliance.

Technical Skills

• Strong knowledge of contingent workforce models, including contractors, temporary workers, consultants, and Employer of Record (EOR) services.
• Proficiency in Vendor Management Systems (VMS) and HRIS platforms; ability to troubleshoot and optimize system performance.
• Advanced skills in data analysis and reporting; ability to interpret workforce metrics and provide actionable insights.

Compliance & Governance

• Deep understanding of labor laws, worker classification standards, and co-employment risk mitigation across multiple regions.
• Experience conducting audits and implementing compliance frameworks for contingent labor.

Leadership & Communication

• Excellent negotiation skills for contracts and service-level agreements with staffing agencies and MSPs.
• Strong stakeholder management and ability to collaborate with HR, Talent Acquisition, Procurement, Legal, and business leaders.
• Exceptional communication and presentation skills to influence and align global teams.

Strategic & Operational Competencies

• Ability to develop and execute global contingent workforce strategies aligned with business priorities.
• Skilled in process standardization and scalability across regions.
• Demonstrated success in driving operational excellence and continuous improvement initiatives.

Other

• High level of integrity and ability to manage sensitive employment data confidentially.
• Strong problem-solving skills and adaptability in a fast-paced, global environment.

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Herbalife offers a variety of benefits to eligible employees in the U.S. (limited to the 50 States and the District of Columbia), which includes Group Health Programs, other Voluntary Benefit Programs, and Paid Time Off. Group Health Programs include Medical, Dental, Vision, Health Savings Account (HSA), Flexible Spending Accounts (FSA), Basic Life/AD&D; Short-Term and Long-Term Disability, and an Employee Assistance Program (EAP). Other Voluntary Benefit Programs include a 401(k) plan, Wellness Incentive Program, Employee Stock Purchase Plan (ESPP), Supplemental Life/Critical Illness/Hospitalization/Accident Insurance, and Pet Insurance. Paid time off includes Company-observed U.S. Holidays, Floating Holidays, Vacation, Sick Time, a Volunteer Program, Paid Maternity and Paternity Leave, Bereavement Leave, Personal Leave and time off for voting.