Program Manager, Contingent Workforce & Vendor Management (Project Based)

Autonomous Solutions, Inc; Logan (UT); In loco; USD 110.000 - 170.000; Tempo pieno

Descrizione del lavoro

Autonomous Solutions, Inc. in Utah is seeking a Program Manager for Contingent Workforce & Vendor Management to own ASI's non-employee population governance.

You will build visibility into contractor spend, manage agencies, and ensure compliant classifications and export controls across projects that may run 2–4 years. You will partner with HR, Recruiting, Finance, and Legal to maintain MSAs, rate cards, and KPI dashboards, while guiding leadership on workforce strategy and risk mitigation for

Competenze

• Bachelor’s degree required; MBA or equivalent advanced degree preferred.
• 8-10+ years in contract/vendor management or HR-related function.
• Experience with agency relationships, rates, and performance metrics.
• Strong Excel skills; ability to analyze spend, headcount, and contracts.
• Knowledge of co-employment risk, I-9/E-Verify, and labor compliance.

Mansioni

• Own governance for contingent workforce; report spend, headcount, and savings.
• Maintain master agency list, MSAs/SOWs, rate cards, and reviews.
• Monitor contractor headcount by agency and renegotiation opportunities.
• Ensure correct worker classification and co-employment risk mitigation.
• Partner with HR, Recruiting, Finance, Legal and Security on policy and audits.

Conoscenze

Excel proficiency

Vendor management

Cross-functional leadership

Contract management

Data analysis

I-9/E-Verify knowledge

Formazione

Bachelor's degree

MBA or advanced degree preferred

Strumenti

VMS/ATS tools

Reporting tools

Descrizione del lavoro

Description

This is a project-based employee role supporting the contracts that drive our initial development phase of our autonomous vehicle platforms. Development phases of this nature typically span up to project completion (typically 2-4 years), though scope and duration are driven by business needs.

The Program Manager, Contingent Workforce & Vendor Management will serve as the central point of accountability for ASI’s contingent workforce program: building visibility into contractor population, spend, and agency performance; managing agency relationships and rate/markup negotiations; owning the contractor lifecycle and escalation process; ensuring correct worker classification and co-employment compliance; and partnering with business leaders on workforce strategy.

This role reports to the HR Director, works closely with the COO and serves as the day-to-day program owner supporting the Contingent Workforce Governance Committee (HR, Recruiting, Finance/Accounting, business/Engineering leadership, and Legal/Procurement as appropriate). This position performs the majority of the program's contractual, analytical, and compliance work, and supervises administrative tasks performed by an Administrative Coordinator who handles day-to-day onboarding, offboarding, and routine administrative coordination with contingent staff and agency partners. The Program Manager is accountable for ASI's exposure to co-employment, worker misclassification, and export-control risk across the non-employee population.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Support the Governance Committee's monthly operating cadence with data, recommendations, and follow-through on action items.
• Build and maintain a single source of truth for contingent workforce data; deliver a regular dashboard to the Governance Committee covering spend, headcount, markups/rates, contract expirations, agency performance, turnover, extensions, conversions, and cost savings.
• Maintain the master agency list, contracts/MSAs/SOWs, rate cards, and markups; conduct regular agency business reviews.
• Track contractor headcount and spend by agency; identify renegotiation, consolidation, and volume-leverage opportunities as relationships scale.
• Establish and monitor agency performance standards; identify and manage underperforming vendors.
• Maintain visibility with every contractor: agency, manager, department, location, start/end dates, rate, and tenure.
• Own the escalation path for contractor performance issues, coordinating across HR, Recruiting, and agency partners.
• Oversee contract extensions, renewals, and offboarding/conversion processes.
• Partner with business leaders on workforce planning, including contract labor vs. FTE decisions and FTE conversion opportunities.
• Evaluate rate consistency across similar roles and identify cost-saving and negotiation opportunities.
• Partner with the administrative agency candidate-flow coordination function (housed in Recruiting) to ensure smooth day-to-day support without owning that administrative work directly.
• Own ASI's co-employment boundary: publish manager guidance defining what ASI may and may not direct, train every manager who engages contingent labor, and monitor for practices that create joint-employer exposure.
• Ensure correct worker classification across agency W-2, independent contractor, and SOW/services engagements; commission and act on an independent classification baseline with Legal and Finance, and drive remediation where required.
• Determine, with Procurement and Legal, whether statement-of-work and 1099 spend falls within program scope, and govern it accordingly.
• Verify agency compliance with I-9/E-Verify, wage-and-hour, workers' compensation, and applicable Utah and federal employment law; secure annual attestations and right-to-audit terms in every MSA.
• Partner with Security and Export Compliance to clear contingent workers on ITAR/EAR-controlled programs before access is granted, including deemed-export review for foreign-person workers.
• Recommend and administer an assignment tenure threshold with a review-or-convert trigger and a documented exception path.
• Define contingent worker injury reporting and OSHA recordkeeping responsibility with EHS and counsel, and confirm site safety orientation is delivered before deployment.
• Ensure customer-site requirements and contract flow-downs are written into agency MSAs and verified before deployment to customer and field locations.
• Maintain policy, SOPs, and an audit-ready contract repository - current MSA, rate card, insurance certificate, flow-downs, and IP assignment - sufficient to answer an internal, customer, or government audit.

Requirements

ESSENTIAL EDUCATION, WORK EXPERIENCE, JOB SKILLS

• Bachelor’s degree required; MBA or equivalent advanced degree preferred.
• 8-10+ years of progressive experience in contract management, vendor/procurement management, HR, Talent Acquisition, or People Operations, including experience designing and scaling a function or program from the ground up.
• Demonstrated experience managing external agency, staffing, or vendor relationships, including contracts, rates, and performance gained either through direct program ownership or through senior Talent Acquisition/HR leadership work with agency partners.
• Track record serving as a strategic advisor and thought partner to C-suite or senior executive leadership, including on organizational design, workforce strategy, or change management.
• Advanced proficiency in Excel and comfort working with spend, rate, and headcount data to build executive-level recommendations; experience with VMS/ATS or reporting tools a plus.
• Strong cross-functional relationship-management skills able to work credibly with executives, HR, Finance, business leaders, and external agency partners at the same time.
• Comfortable operating in ambiguous, matrixed environments where ownership isn’t always clearly defined.
• Working knowledge of contingent labor compliance and risk: co-employment, worker classification, wage and hour, I-9/E-Verify, and tenure management.
• Experience supervising, directing, or mentoring administrative or coordinator-level staff.

KEY PERFORMANCE INDICATORS

• Contingent labor spend versus plan, and realized savings from rate negotiation and supplier consolidation, validated by Finance.
• Percentage of contingent engagements sourced through the governed program.
• Percentage of agency spend under a current, standardized MSA and rate card.
• Supplier fill rate, submittal quality, and scorecard/QBR completion by tier.
• Zero material audit findings on worker classification, co-employment, or access control.
• Percentage of assignments with access revoked within one business day of end date.
• Requisition cycle time, and contingent-to-permanent conversion rate.