Senior Program Manager, Contingent Workforce

Zillow

8d•$107,200 - $180,200•Remote

About The Position

Zillow’s Contingent Workforce Program team is part of the Employee Services & Operations (ES&O) organization and manages the company’s contractor and contingent labor population. The team aligns people, processes, and systems to provide a consistent, compliant, high-quality experience for contingent workers and their managers. It partners across the People organization, Product & Technology, Strategic Sourcing, and shared services to strengthen governance, streamline workflows, and deliver scalable solutions. The Senior Program Manager leads the strategy, operations, and continuous improvement of Zillow Group’s contingent workforce program and leads a team responsible for business partnership, supplier management, systems, and program operations. The role reports to the Senior Manager of ES&O Programs and partners with Strategic Sourcing, HR Compliance, Product & Technology, IT, Finance, Legal, and the Employee Service Center. The position translates program strategy into roadmaps, develops internal capabilities, and guides international expansion. It establishes program standards, governance, controls, operating processes, supplier and financial management, and systems improvements, while supporting contingent workers, hiring managers, and the business. The role is remote; U.S. employees may work from any of the 50 states, with limited exceptions, and must identify their physical work location to the Company. The listed annual base pay ranges are $112,800–$180,200 in California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC, and $107,200–$171,200 in Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia. Pay ranges may not apply to other locations. The position is also eligible for equity awards, with actual amounts varying by experience, performance, and location.

Requirements

7 or more years of experience designing, implementing, and leading contingent workforce programs in complex, cross-functional environments.
Deep expertise in contingent workforce practices, worker classification assessments, engagement requirements, and program governance, including partnership with Legal and compliance teams on domestic and international requirements.
Experience building or transforming contingent workforce programs and translating strategy into operating processes, governance, and sustainable service delivery.
Experience leading and developing a team, setting priorities, coaching others, and driving accountability for shared outcomes.
A strong track record managing MSP, VMS, staffing supplier, and other service provider relationships, with focus on performance, compliance, cost effectiveness, and continuous improvement.
Experience partnering on VMS and HR system integrations, translating business needs into requirements, and improving data quality and operational workflows.
Strong analytical skills and ability to interpret workforce, supplier, and financial data and translate insights into actionable improvements.
Demonstrated ability to lead change, build consensus, and influence stakeholders at all levels.
Collaborative experience working across shared services and matrixed organizations.
Comfort navigating ambiguity, balancing strategic priorities with hands-on problem solving, and providing structure in evolving environments.
Excellent communication, project management, and stakeholder engagement skills.

Nice To Haves

Experience transitioning contingent workforce program responsibilities from an MSP to an in-house or hybrid operating model.
Experience expanding contingent workforce programs internationally and establishing processes that accommodate local requirements.
Experience with Beeline, Workday, or comparable VMS and HR technology platforms.
Experience improving contingent workforce invoicing, reconciliation, and spend reporting processes.
Experience leading large-scale process or system transitions in technology-driven organizations.
Certified Contingent Workforce Professional (CCWP) certification.

Responsibilities

Lead the end-to-end strategy, operations, and continuous improvement of the contingent workforce program, strengthening centralized ownership, decision-making authority, standards, and partner-team responsibilities.
Evolve the operating model, including bringing program functions in-house, managing knowledge transfer, and establishing ownership, documented processes, handoffs, readiness, and continuity.
Lead and develop the program team, set priorities, coach team members, and establish accountability across business partnership, supplier management, systems, and operations.
Develop and execute an international expansion roadmap with Legal, Strategic Sourcing, and regional People teams, assessing local requirements and establishing supplier and service delivery models and scalable processes.
Design and maintain a framework for intake, engagement models, worker classification, and lifecycle management for staffing, independent contractor, employer-of-record, and statement-of-work engagements.
Establish governance and controls for worker classification, engagement approvals, assignment duration, onboarding and offboarding, and supplier compliance, partnering with Legal and HR Compliance on risks and exceptions.
Oversee and improve hiring and onboarding workflows, coordinating timely hardware, software, and access provisioning with IT, suppliers, and operational teams.
Own the contingent workforce systems roadmap and business requirements; improve Beeline and Workday integrations, data integrity, automation, and system capabilities with Product & Technology and Procurement Systems.
Establish scalable financial and supplier management processes, including invoice reconciliation, issue resolution, supplier performance monitoring, and spend reporting.
Lead program-side supplier lifecycle management, including onboarding, performance reviews, issue resolution, and renewal planning; partner on supplier evaluation, RFPs, commercial negotiations, and sourcing strategies.
Define and monitor program performance measures for service delivery, compliance, data quality, supplier performance, and spend; use insights to prioritize improvements and communicate results, risks, and recommendations to leadership.
Deliver workforce and spend insights to People partners and business leaders to support workforce planning, budget forecasting, and contingent worker visibility.
Develop self-service guidance, training, and communications to help managers, HRBPs, suppliers, and operational partners understand program requirements and support channels.
Serve as the escalation point for complex program issues and coordinate resolution across internal teams and external partners.
Lead cross-functional initiatives from discovery through implementation, including planning, stakeholder alignment, change management, and adoption.
Deliver a consistent contingent worker and manager experience through clear onboarding, access, support, and offboarding processes appropriate to each engagement type.