The Role of a Contingent Workforce Strategist in Enterprise HR

As enterprises scale, restructure, and respond to fluctuating markets and economic pressures, non-permanent workers are becoming a key part of the workforce mix.

That’s where the Contingent Workforce (CW) Strategist steps in: a specialist leader responsible for overseeing the design, execution, and optimisation of the entire contingent workforce program. From risk management to cost control, this role is fast becoming indispensable.

📘 Want to learn how to structure your program from the ground up? Read our guide to Designing and Running an Effective Contingent Workforce Program.

What is a Contingent Workforce Strategist?

A CW Strategist oversees all aspects of managing non-permanent workers—independent contractors, temps, freelancers, and consultants. Their core function is to ensure the right talent is available when needed, via scalable processes that track, manage, and pay external workers effectively.

This role typically coordinates a network of external providers including:

• Contractor payroll services

• Recruitment suppliers

• Vendor Management Systems (VMS)

• Managed Service Providers (MSPs)

We spoke with Giovanni, who manages the CW program at Allianz across 500+ contractors.

It needs to be managed in a centralised manner, he says, so that the CW strategist can be the conduit between hiring leaders and external suppliers.

The Responsibilities of a Contingent Workforce Strategist

A contingent workforce strategist is responsible for a range of tasks that involve managing and optimising the contingent workforce. Some of the key responsibilities of a contingent workforce strategist include:

🧩 Developing and Implementing Strategy

A CW strategist aligns workforce models with company goals—whether that means deploying short-term specialists, building a bench of niche contractors, or preparing for direct sourcing. Responsibilities often include:

• Running RFPs for contractor services

• Selecting the right mix of CW models

• Aligning sectors and business units with the strategy

✏️ For more insight, see our paper on common and emerging CW models in 2023.

🤝 Managing Recruitment and Supplier Panels

CW strategists often support or lead:

• Direct sourcing efforts

• Panel supplier management

• Advisory support for talent sourcers on job ads, screening, and contract negotiation

📑 Vendor Relationship Management

They’re also responsible for:

• Negotiating vendor contracts

• Setting performance expectations

• Managing SLAs and compliance across all suppliers

⚖️ Compliance Oversight

Governance is critical. CW strategists ensure:

• Correct worker classification

• Adherence to tax and labour regulations

• Risk mitigation across all engagements

In short: they manage the compliance health of the CW program.

📊 Data, Reporting & Forecasting

Using systems like VMS or ERP tools, a strategist:

• Tracks CW performance across departments

• Measures key metrics like time-to-fill and tenure

• Forecasts hiring trends and skill gaps

💸 Cost Control

With contractor and supplier rates varying widely, cost visibility is crucial. Strategists often:

• Analyse contractor pay rates

• Benchmark agency fees

• Recommend improvements based on consolidated reporting

What to Look for in a CW Strategist

According to Gio, the best people for this role are operationally savvy and strategically minded.

“It’s key for that person to come from a contingent workforce operations background,” he says. “If they don’t, it’s a steep learning curve.”

While procurement may step into this role in some organisations, HR and Talent leaders are often better suited, he adds.

“At the end of the day, you’re managing people and work. That aligns more closely with recruitment and talent.”

Why It Matters: The Benefits of Having a CW Strategist

A dedicated CW strategist gives the organisation the ability to:

• Build and adapt new CW models as needed

• Move toward direct sourcing if conditions demand it

• Improve spend control and vendor performance

• Increase visibility and strategic workforce planning

With the right person in place, your CW program becomes scalable, efficient, and future-ready.

Final Thoughts

The role of a Contingent Workforce Strategist is no longer optional for large enterprises—it’s a linchpin for success. By embedding this expertise within HR or Talent, companies can unlock major benefits: improved time-to-hire, risk mitigation, better supplier partnerships, and cost control.

A refined CW strategy should deliver better processes, stronger outcomes, and a smoother experience for both internal teams and contingent workers.

📘 For the complete framework, explore our pillar guide on designing an effective CW program.