HR Director, Global Contingent Workforce

Position Summary The HR Director, Contingent Workforce owns the strategy, governance, optimization, and execution of the organization’s contingent workforce program. This role leads the end-to-end management of staff augmentation, independent contractors, statement-of-work engagements across applicable regions and business units. Partnering closely with Sourcing, Human Resources, Finance, Legal, Risk, IT, and business leaders, the Director ensures the external workforce is cost-effective, compliant, scalable, and aligned with enterprise workforce and total talent strategies.

Essential Duties and Responsibilities Strategy and Program Leadership Develop and execute a multi-year contingent workforce strategy and roadmap aligned with enterprise objectives, workforce planning needs, and total talent priorities. Lead program governance, including executive steering committee participation, policy development, stakeholder communications, and change management. Own the end-to-end contingent labor lifecycle, from demand planning and requisition intake through onboarding, engagement management, extensions, tenure monitoring, and offboarding.

Establish consistent global or regional operating standards while accounting for jurisdictional requirements and business needs. Financial and Supplier Management Oversee contingent labor spend, budgeting, forecasting, rate-card governance, and supplier optimization initiatives. Identify and deliver cost savings and cost-avoidance opportunities while preserving worker quality, speed, and business continuity. Lead the managed service provider (MSP), staffing supplier, independent contractor, and statement-of-work supplier ecosystem.

Conduct supplier selection, rationalization, contract negotiations, quarterly business reviews, and corrective-action planning in partnership with Procurement and Legal. Establish and manage supplier performance standards, service-level agreements, and performance scorecards. Compliance, Risk, and Governance Ensure compliance with labor laws, worker-classification requirements, co-employment standards, tax obligations, tenure limits, data privacy requirements, and internal policies.

Oversee independent contractor governance, audit readiness, worker classification processes, and risk escalation protocols. Partner with Legal, Risk, HR, and Compliance teams to assess and mitigate contingent workforce risks across geographies and engagement types. Drive adoption of approved sourcing channels and reduce rogue spend or non-compliant workforce engagements. Technology, Analytics, and Continuous Improvement Lead the strategy, optimization, and adoption of the vendor management system (VMS) and related workforce technology.

Partner with HRIS, Procurement, Finance, and IT teams to improve system integrations, reporting, workflow automation, and data quality. Evaluate emerging workforce technologies, including AI-enabled planning and analytics tools, to improve decision-making and program effectiveness. Build executive dashboards and reporting that provide clear visibility into spend, demand, supplier performance, compliance, quality, and program adoption.

Team and Stakeholder Leadership Lead, coach, and develop the contingent workforce team and establish clear operating expectations across internal and external partners. Serve as a strategic advisor to senior business leaders on contingent labor market conditions, workforce capacity, supplier strategy, and talent risks. Build strong relationships with hiring managers and functional leaders to ensure the program delivers a high-quality, responsive customer experience.

Key Performance Indicators Success in this role may be measured through: Cost savings and cost avoidance against baseline spend Time-to-fill and requisition-to-placement cycle time Supplier quality, fill rate, compliance, and service-level performance Hiring-manager satisfaction and worker-quality scores Independent contractor classification and co-employment audit results Worker tenure compliance by jurisdiction Program adoption, channel compliance, and rogue-spend reduction Diverse supplier spend and supplier-diversity goals Forecast accuracy and rate-card competitiveness Job

Qualifications Required Bachelor’s degree in Human Resources, Business, Supply Chain, Finance, or a related discipline. 12 or more years of progressive experience in workforce management, contingent workforce programs, procurement, managed service programs, talent acquisition, HR operations, or a related field. Seven or more years of experience leading contingent workforce programs at enterprise scale. Demonstrated experience managing MSP and VMS solutions.

Proven expertise in contingent labor compliance, worker classification, co-employment risk, independent contractor governance, and statement-of-work engagement practices. Experience overseeing contingent labor spend, supplier contracts, rate cards, supplier performance, and strategic sourcing initiatives. Strong leadership, executive communication, analytical, financial-management, change-management, and stakeholder-influence skills. Ability to work effectively across Procurement, HR, Legal, Finance, IT, Risk, and senior business leadership.

Preferred Master’s degree, preferably an MBA or related advanced degree. Certified Contingent Workforce Professional (CCWP) certification or comparable credential. Experience supporting multinational programs across North America, EMEA, APAC, and Latin America. Experience with platforms such as SAP Fieldglass, Beeline, VNDLY, Flextrack, Workday, Coupa, or comparable workforce and procurement systems. Experience designing total talent, external workforce, or workforce-transformation strategies.

Location & Work Arrangement This position is open to candidates located anywhere in the United States. Candidates who reside within 50 miles of a Wolters Kluwer office will work in a hybrid capacity, with a minimum of eight onsite days per month. Our Interview Practices To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style.

We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process. Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process. Compensation: $165,400.00 - $295,600.00 USD This role is eligible for Bonus.

Compensation range listed is based on primary location of the position. Actual base salary offer is influenced by a wide array of factors including but not limited to skills, experience and actual hiring location. Your recruiter can share more information about the specific offer for the job location during the hiring process.

Additional Information: Wolters Kluwer offers a wide variety of competitive benefits and programs to help meet your needs and balance your work and personal life, including but not limited to: Medical, Dental, & Vision Plans, 401(k), FSA/HSA, Commuter Benefits, Tuition Assistance Plan, Vacation and Sick Time, and Paid Parental Leave. Full details of our benefits are available upon request. If making a difference matters to you, then you matter to us. Join us, at Wolters Kluwer, and be part of a dynamic global technology company that makes a difference every day.

We’re innovators with impact. We provide expert software and information solutions that the world’s leading professionals rely on, in the moments that matter most. You’ll make a real difference in the lives of millions of people. Together with our customers, we help to advance sustainability, health, justice, prosperity, and commerce around the world. You can thrive at Wolters Kluwer, where diversity is core to our collective strength and high performance.

Be your unique self, share your creative ideas, do your best work, and take time to grow in our caring and inclusive culture where you can belong. Wolters Kluwer reported 2025 annual revenues of €6.1 billion. The group serves customers in over 180 countries, maintains operations in over 40 countries, and employs more than 21,000 people worldwide. Our customers work in industries that impact the lives of millions of people every single day.

Our mission is to empower our professional customers with the AI-powered solutions they need to make critical decisions, achieve successful outcomes, and increase productivity. We deliver trusted, AI-powered expert solutions that combine deep domain knowledge, proprietary content, and advanced technology to provide expert-validated insights, automate workflows, and drive better outcomes. Today, nearly 70% of our digital revenues come from AI-powered solutions, reflecting our strategic focus on embedding AI into professional workflows and delivering measurable productivity gains.

We are committed to helping professionals navigate complexity, improve the way they work, and solve critical challenges through cloud-based, AI-powered platforms that integrate seamlessly into their workflows and ecosystems. Our solutions are designed to deliver impact when it matters most, especially in high-stakes environments where accuracy and trust are essential.

With a nearly 190-year legacy, Wolters Kluwer continues to evolve its portfolio of digital solutions and services to meet the changing needs of professionals worldwide, enabling them to work faster, make smarter decisions, and deliver better outcomes. For more information about our solutions and organization, visit www.wolterskluwer.com, or follow us on LinkedIn, Instagram and Facebook. Wolters Kluwer has a dedicated team of experienced talent acquisition professionals who are ready to hear what makes you tick and share how Wolters Kluwer can help you achieve your goals and ambitions.

Here Rasi Fawaz shares some tips on what recruiters are looking for on a resume. As a global organization, we recognize that solving a wide range of complex problems requires diverse perspectives and innovative thinking. We know that bringing our best to our customers, communities, and other key stakeholders requires a highly engaged and talented workforce – one that represents the diversity of those we serve and the communities where we live and work.

We aim to provide a welcoming environment and equitable opportunities for all employees regardless of background, nationality, race, ethnicity, gender, gender identity, age, sexual orientation, marital status, disability, or religion. This principle is ingrained in our company values and articulated in our Code of Business Ethics. At Wolters Kluwer, you’ll feel valued for your contributions, and you’ll know that your health, safety, and well-being are important to us.

Our well-being benefits provide tools, programs, and resources to help our diverse employees feel healthy, happy, safe, and prosperous. Our global Together we thrive well-being program reflects our commitment to supporting colleagues across physical, mental, social, and financial well-being. That commitment has been recognized externally through Ragan’s Top Places to Work for Employee Wellbeing: Large Organization in 2024. More recently, Wolters Kluwer was recognized by Forbes as one of America’s Best Large Employers 2026 and America’s Best Employers for Engineers 2026.

In 2025, Wolters Kluwer was also recognized by Forbes as one of America’s Best Employers for Women. To ensure we continue to drive innovation that enables us to develop products and services to best serve our customers, we cultivate a workplace culture rooted in mutual respect, bringing forward insights from a wide range of backgrounds, perspectives, and experiences. We are also committed to complying with laws requiring equal opportunity in hiring, promotion, and other employment decisions.

All qualified applicants will receive consideration without regard to race, color, religion, sex (including pregnancy, gender identity, transgender status, and sexual orientation), national origin, disability, age, genetic information, veteran status, or any other characteristic protected by applicable law, and we do not tolerate discrimination on any of these bases. GDPR Wolters Kluwer (“we” or “us”) wants to inform you about the ways we process your personal information. In this Privacy & Cookie Notice we explain what personal information we collect, use and disclose.

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• Bachelor’s degree in HR, Business, Supply Chain, Finance, or related field with 12+ years in workforce management and 7+ years leading contingent workforce programs.
• Experience managing MSP and VMS solutions, contingent labor compliance, worker classification, and supplier contract oversight.
• Strong leadership, communication, analytical, financial, change-management skills, and ability to collaborate across Procurement, HR, Legal, Finance, IT, and Risk.