Contingent Worker Program Manager (Contract)

Crusoe•San Francisco, CA

11d•$60 - $70

About The Position

Crusoe is looking for a Contingent Worker Program Manager to build its contingent workforce program from the ground up. This is a foundational role where the individual will assess current policies and practices, identify risk areas, and design the frameworks, processes, and SOPs that will govern how the company engages, onboard, and manages contingent workers as it scales. The work will directly shape how the company manages compliance risk, cost, and operational efficiency across a growing contingent workforce. The ideal candidate has deep, hands-on experience standing up or overhauling contingent workforce programs in a high-growth environment, is comfortable operating with significant ambiguity, and can move fluidly between strategic program design and day-to-day operational execution. This is a contract position, ideal for someone who thrives on building programs from scratch and can hit the ground running with minimal ramp-up time.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent practical experience).
5+ years of experience managing contingent workforce, vendor management, or contractor/staffing programs.
Demonstrated experience building or significantly overhauling a contingent worker program, ideally within a high-growth company.
Strong understanding of worker classification, compliance risk, and contingent labor best practices.
Proven experience partnering with Procurement on vendor and statement-of-work processes.
Hands-on experience developing SOPs and operational documentation.
Strong project management skills with the ability to balance strategic design work with daily operational demands.
Excellent communication and stakeholder management skills across HR, Legal, Finance, and business teams.

Nice To Haves

Experience with VMS (Vendor Management System) platforms
Background in a legal, compliance, or risk-focused function related to contingent labor.
Experience working in a fast-scaling startup or tech company.
Familiarity with global contingent workforce considerations (if applicable to the business).

Responsibilities

Policy Review & Redesign: Audit current contingent worker policies and practices, identifying gaps and opportunities for improvement.
Program Build: Design and implement a comprehensive contingent worker program from the ground up, including governance, classification guidelines, and engagement workflows.
Risk Assessment: Evaluate current practices for compliance, misclassification, and operational risk, and recommend mitigation strategies.
SOP Development: Build clear, scalable standard operating procedures for contingent worker intake, onboarding, and offboarding.
Onboarding & Offboarding Management: Own and improve the end-to-end onboarding experience for contingent workers, ensuring consistency and compliance.
Procurement Partnership: Partner closely with Procurement to align on vendor management, statement-of-work processes, and contingent labor spend.
Day-to-Day Operations: Manage ongoing operational duties related to contingent worker requests, approvals, and system tracking.
Stakeholder Collaboration: Work cross-functionally with Legal, HR, Finance, and hiring managers to ensure the program meets business and compliance needs.