Manager Vendor Management Office & Contingent Workforce Strategy

Job Summary

The Manager of Vendor Management Office (VMO) is responsible for defining, executing, and governing the organization's contingent workforce strategy and vendor ecosystem across all external engagement models. This role ensures optimal contingent worker fulfillment through robust process standardization, and high-performance vendor management. The Manager acts as a strategic partner to business leaders, driving cost efficiency, operational excellence, and promoting data-driven decision-making in a dynamic, matrixed organizational environment.

Key Responsibilities

I. Strategic Leadership & Workforce Planning

• Collaborate closely with business unit leaders to deeply understand current and forecasted short-to-medium-term competency requirements and overall workforce needs.
• Pioneer and implement innovative, cost-effective, and efficient external engagement models for contingent labor, working in an agile and time-bound manner with internal stakeholders.
• Conduct strategic scanning and due diligence of vendor partners in the market to ensure the talent pool meets organizational scale requirements and emerging "new age" skill demands.
• Integrate vendor partners’ value-adds—such as innovation, technology, and digital transformation—into the overall Vendor Management strategy to maximize organizational benefit.

II. Vendor Governance & Performance Management

• Design and incorporate key Governance mechanisms, including contract-relevant KPIs and operational measures, to ensure high degrees of transparency and efficiency in business operations.
• Lead the implementation and continuous monitoring of vendor performance metrics (SLAs, KPIs), sharing results proactively and driving necessary corrective actions and strategic planning with partners.
• Organize and facilitate Quarterly Business Reviews (QBRs) with internal business leaders and stakeholders to provide performance updates, review operational status, and align on strategic objectives.

• Finance and Procurement Alignment:

  Partner with Finance and Procurement teams to ensure vendor contracts, commercial terms, and spending compliance align with corporate budgeting

III. Operational Excellence & Lifecycle Management

• Oversee and drive the design and project management of end-to-end external engagement model execution.
• Manage the complete contingent worker lifecycle (from onboarding, compliance, and systems access, through to offboarding), identifying and implementing continuous efficiencies.
• Ensure continuous compliance with all relevant statutory and labor regulations, including the Contract Labour (Regulation and Abolition) Act (CLRA), by establishing robust audit mechanisms and contractual obligations for vendor partners.
• Establish, define, and continuously review VMO processes, ensuring they remain relevant, compliant, and adaptable to the evolving needs of the business.
• Define and review key operational metrics across different aspects of the end-to-end process to benchmark performance and identify bottlenecks.

Required Qualifications and Experience

• Education:

  Bachelor’s degree in Business, Supply Chain Management, Human Resources, or a related field.

• Experience:

• 10 years of progressive professional experience, with a minimum of 5 years in a dedicated Vendor Management or CWM (Contingent workforce management) leadership role.
• Extensive, hands-on experience in Contingent Workforce Management (CWM) within a large, matrixed organization.
• Prior hands-on experience utilizing a Vendor Management System (VMS) such as

  Fieldglass

  is a significant advantage.

Core Competencies and Skills

• Stakeholder Management:

  Excellent interpersonal, communication, and negotiation skills, with the proven ability to establish and maintain trust as a business partner across all levels (Executive, Business, HR, Finance, and Procurement).

• Business Acumen:

  Highly goal-driven, with the ability to step back and understand the holistic business impact (the "bigger picture") of contingent labor decisions.

• Analytical Rigor:

  Comfortable with complex data crunching, strong analytical capability, and a reliance on empirical data for effective decision-making and business recommendation.

• Agility & Leadership:

  Proven ability to manage ambiguity, navigate complex political landscapes, and demonstrate a preparedness to take necessary action to achieve results.

• Digital Transformation Mindset:

  A pioneer or strong proponent of Digital transformation and technological advancements in the contingent worker space.