Global Contingent Workforce Strategy Lead

Socket.dev

Boston (MA)

On-site

USD 180,000 - 230,000

Full time

14 days+

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Job summary

KKR is seeking a Program Lead to establish and run its enterprise-wide contingent workforce program. You will own strategy, governance, and reporting for all non-employee labor across the firm, partnering with Strategic Sourcing, Finance, Legal, Risk, Compliance, Vendor Management, and Human Capital to embed contingent labor into workforce planning and budgeting.

This role calls for 9–12 years in contingent workforce management, global program leadership, strong supplier relationship skills, and

Qualifications

9-12 years in contingent workforce management, governance, strategic sourcing, vendor management, or related fields.
Proven success designing and leading contingent workforce programs in complex, global organizations.
Hands-on experience with supplier relationships, supplier ecosystems, and CW governance frameworks.
Strong command of contingent workforce technology — VMS/MSP platforms, HRIS, and ERP integrations.
Track record building workforce analytics, KPIs, and executive dashboards.
Ability to operate in an unstructured, fast-moving environment with an entrepreneurial mindset.
Demonstrated ability to influence senior stakeholders and lead cross-functional initiatives in a highly matrixed setting.
Strong analytical, program management, and change-leadership skills.
Financial services or other highly regulated industry experience preferred.
Comfort using AI-powered tools to improve productivity and quality of work
Curiosity about and openness to adopting emerging AI technologies in day-to-day workflows
Ability to critically evaluate AI-generated outputs for accuracy and relevance

Responsibilities

Own global contingent workforce strategy and governance framework.
Establish policies, intake workflows, approval gates, and engagement criteria.
Build centralized operating model with visibility into utilization, supplier activity, workforce composition, and spending.
Partner with leaders to embed contingent labor into workforce planning and budgeting.
Advise on workforce mix, labor-market trends, and cost to inform staffing decisions and engagement models.
Partner with Strategic Sourcing to run preferred-supplier programs, reduce fragmentation and drive negotiations.
Govern the end-to-end worker lifecycle framework: intake, onboarding, extensions, contractor-to-FTE conversions, and offboarding.
Establish supplier scorecards and performance metrics.
Govern contingent labor spend and adherence to negotiated contracts and rate cards; collaborate on budgeting and forecasting inputs.
Define the business requirements and roadmap for the contingent workforce technology stack, and own data quality as the program's single source of truth.
Oversee enhancements to the CW technology stack to strengthen visibility, governance, and reporting.
Build enterprise dashboards and KPIs spanning spend, supplier performance, time-to-fill, utilization, workforce composition, and compliance.
Own worker classification and co-employment risk in partnership with Legal and Human Capital.
Ensure practices comply with internal policy, regulatory and contractual obligations, and information-security requirements.
Run periodic audits of workforce data, supplier activity, classifications, and program compliance; support audit readiness and regulatory reporting.
Partner with Compliance on background screening and with Technology and InfoSec on access controls and data protection.
Deliver regular reporting and recommendations to senior leadership on workforce trends, supplier performance, compliance, risk, and cost optimization.
Develop executive dashboards and presentations that drive informed workforce and sourcing decisions.