Contingent Workforce Manager

TCWGlobal•San Diego, CA

16h•Onsite

About The Position

The Contingent Workforce Manager guides a global contingent workforce program, focusing on international employment requirements and compliance risks across multiple countries. The role advises the business on how to engage, manage, and offboard workers in accordance with local laws. It is based on-site at the client’s satellite San Diego location, with potential for remote work depending on client needs. The manager partners with hiring managers and internal teams to address cross-border workforce questions, assess worker engagement models, and develop clear processes for managing global contingent workers. The role works closely with Legal, HR, Procurement, Finance, local counsel, staffing suppliers, and Employer of Record (EOR) providers. It also supports the responsible, governed use of AI and other emerging workforce technologies.

Requirements

At least 5 years of experience focused on international employment law, global workforce compliance, global mobility, or international HR, including experience supporting contingent workforces.
Experience working with EOR providers and staffing vendors to support international contingent workforce engagements.
Strong hands-on knowledge of employment requirements in multiple countries and regions.
Demonstrated experience assessing worker classification, co-employment, agency labor, independent contractor, EOR, and fixed-term employment arrangements.
Practical knowledge of country-specific requirements related to contracts, payroll and statutory obligations, pay practices, working hours, leave, termination, and recordkeeping.
Experience managing or supporting global contingent workforce programs.
Hands-on experience with VMS platforms such as StaffingNation, Beeline, SAP Fieldglass, and/or Workday VNDLY.
Ability to work on-site at the client’s San Diego satellite location.
Ability to handle sensitive workforce matters with sound judgment and discretion.

Responsibilities

Serve as the primary program resource for international employment law and global workforce compliance matters involving contingent workers.
Assess proposed engagements and worker lifecycle changes against country-specific employment requirements.
Identify and evaluate risks involving worker classification, co-employment, agency labor, fixed-term employment, independent contracting, pay practices, working hours, leave, termination, required notices, and recordkeeping.
Advise stakeholders on country-specific requirements and appropriate engagement models, including agency, EOR, fixed-term employee, and independent contractor arrangements.
Partner with Legal and HR teams, local counsel, suppliers, and EOR providers to validate requirements and address compliance questions.
Monitor changes in international employment laws and explain their practical impact to the program and business stakeholders.
Develop and maintain guidance, controls, and documentation supporting compliant worker engagements across jurisdictions.
Escalate matters requiring formal legal interpretation to qualified counsel and coordinate implementation of resulting guidance.
Serve as the primary on-site point of contact for hiring managers, workers, suppliers, and program stakeholders.
Guide hiring managers through global workforce policies, requisition approvals, onboarding requirements, and program procedures.
Oversee worker lifecycle processes, including engagement setup, background checks, onboarding, assignment changes and extensions, offboarding, and record retention.
Triage and resolve issues involving requisitions, system access, timesheets, invoices, billing, and worker status.
Coordinate with HR, Legal, Procurement, Finance, and other internal teams to resolve program questions and escalations.
Maintain accurate worker and assignment records, including work location, employment entity, start and end dates, rates, classification, and required documentation.
Audit program data for completeness, accuracy, and alignment with approved terms and applicable requirements.
Prepare and maintain reporting on spend, headcount, supplier performance, assignment duration, compliance exceptions, and time-to-fill.
Use program data to identify trends, risks, and opportunities for improvement.
Monitor supplier and vendor performance against program requirements, service levels, and contractual terms; address gaps and track corrective actions through completion.
Support supplier reviews, performance discussions, and business reviews; assess supplier and EOR capabilities for compliant engagements across countries.
Partner with Legal, HR, Privacy, and technology teams to review requirements for automated employment decision tools, worker data, transparency, and human oversight across jurisdictions.
Use AI in a governed manner and support reviews of workforce technology vendors and guidance for responsible use within the program.
Monitor emerging regulations and guidance related to AI in employment and communicate potential impacts to program stakeholders.