Contingent Workforce Manager

TCWGlobal•San Jose, CA

22h•Onsite

About The Position

The Contingent Workforce Manager guides a client’s global contingent workforce program, with a primary focus on assessing employment requirements and compliance risks across countries. The role advises the business on how to engage, manage, and offboard workers in accordance with local laws, and partners with hiring managers and internal teams on cross-border workforce questions, engagement models, and processes. The manager works closely with Legal, HR, Procurement, local counsel, suppliers, and Employer of Record (EOR) providers, and helps develop clear employment contracts and practical program guidance. This is an on-site role in the San Jose/Santa Clara, California area. The manager owns operational support for the global contingent workforce lifecycle, maintains accurate program data and reporting, monitors supplier performance, and supports responsible review and 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 on 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 for 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 Jose/Santa Clara locations.
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 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, HR, 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 stakeholders.
Develop and maintain guidance, controls, and documentation supporting compliant engagements across jurisdictions.
Escalate matters requiring formal legal interpretation to qualified counsel and coordinate implementation of resulting guidance.
Serve as the primary on-site contact for hiring managers, workers, suppliers, and program stakeholders.
Guide hiring managers through workforce policies, requisition approvals, onboarding requirements, and program procedures.
Oversee worker lifecycle activities, 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, 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 improvement opportunities.
Monitor supplier and vendor performance against program requirements, service levels, and contractual terms; address gaps and track corrective actions.
Support supplier reviews, performance discussions, and business reviews, and assess supplier and EOR capabilities across countries.
Partner with Legal, HR, Privacy, and technology teams to review requirements for automated employment decision tools, worker data, transparency, and human oversight.
Support review of workforce technology vendors and develop guidance for responsible use of AI and other tools.
Monitor emerging AI-in-employment regulations and guidance and communicate potential impacts to stakeholders.