Contingent Workforce Manager

Aramark•Philadelphia, PA

21h

About The Position

The Contingent Workforce Manager leads how Aramark brings in and manages flexible talent, from our MSP (PeopleScout) to gig platforms and staffing partners. This role ensures managers have a simple, consistent, and compliant way to access contingent workers, while keeping costs in check and making sure the program runs smoothly. You’ll partner closely with Operations, HR, Finance, and Legal to tighten processes, strengthen governance, and reduce outofprogram activity. You’ll also help modernize tools like SAP Fieldglass, improve vendor performance, and set clear standards so our contingent workforce strategy is agile and enables broader Talent Acquisition and line of business goals.

Requirements

5-7 years experience in contingent workforce management, vendor oversight, recruiting operations, HR, or procurement.
Strong analytical skills and comfort working in tools such as Fieldglass, Kronos, or similar VMS/timekeeping systems.
Ability to interpret data, identify trends, and influence decisionmaking.
Demonstrated success improving processes, driving adoption, or simplifying user experiences.
Excellent communication, relationshipbuilding, and projectmanagement skills.
A proactive, solutionsoriented approach with a focus on operational rigor and continuous improvement.

Responsibilities

Lead daily oversight of our MSP, gig based partners, and inprogram staffing suppliers and search firms, ensuring consistent, highquality service delivery.
Monitor SLAs, drive vendor accountability, and partner on improvements aligned to HR priorities.
Strengthen partner relationships to support fulfillment, responsiveness, and compliance needs across all lines of business.
Deliver clear, actionable insights to business and HR leaders that improve planning and reduce outofprogram spend.
Identify patterns, risks, and opportunities to influence workforce and budget decisions.
Continuously refine contingent labor processes to simplify workflows and enable adoption.
Build and maintain standard operating procedures for requisition, onboarding, timekeeping, and offboarding.
Support enterprise process enhancements, technology improvements, and reporting upgrades tied to strategic goals.
Develop and deliver scalable training and communication materials that simplify the manager experience and educate on contingent labor processes to ensure consistent usage
Partner with LOB leaders to understand business needs, recommend contingent workforce solutions, and build action plans to achieve goals.
Serve as the primary point of escalation for vendor issues, worker concerns, and process breakdowns.
Diagnose root causes, resolve issues in partnership with HR and vendors, and implement preventive improvements.