Senior Program Manager, Contingent Workforce

About the team

Zillow’s Contingent Workforce Program team sits within the Employee Services & Operations (ES&O) organization and plays a vital role in managing our contractor and contingent labor population. The team aligns people, processes, and systems to deliver a consistent, compliant, and high-quality experience for contingent workers and their managers.

Focused on operational excellence and cross-functional partnership, the team strengthens program governance, streamlines workflows, and partners across the People organization, Product & Technology, Strategic Sourcing, and other shared services to deliver scalable solutions that support business agility.

About the role

As Senior Program Manager, Contingent Workforce, you will lead the strategy, operations, and continuous improvement of Zillow Group’s contingent workforce program. Reporting to the Senior Manager of ES&O Programs, you’ll lead a team responsible for business partnership, supplier management, systems, and program operations.

In this highly cross-functional role, you’ll partner with Strategic Sourcing, HR Compliance, Product & Technology, IT, Finance, Legal, and the Employee Service Center to strengthen centralized processes, governance, and service delivery. You’ll translate program strategy into actionable roadmaps, develop internal capabilities, and guide the program’s international expansion while supporting the needs of contingent workers, hiring managers, and the business.

You Will

• •Lead the end-to-end strategy, operations, and continuous improvement of the contingent workforce program, strengthening centralized ownership within ES&O through clear decision-making authority, consistent program standards, and defined responsibilities across partner teams.
• •Lead the evolution of the contingent workforce operating model, including bringing key program functions in-house, managing knowledge transfer, and establishing clear ownership, documented processes, and cross-functional handoffs to ensure operational readiness and continuity.
• •Lead and develop the contingent workforce program team, setting priorities, coaching team members, and establishing clear accountability across business partnership, supplier management, systems, and operations.
• •Develop and execute a roadmap for international expansion, partnering with Legal, Strategic Sourcing, and regional People teams to assess local requirements, establish supplier and service delivery models, and implement scalable processes.
• •Design and maintain a program framework that defines intake, engagement models, worker classification, and lifecycle management for staffing, independent contractor, employer-of-record, and statement-of-work engagements in partnership with the appropriate business and functional owners.
• •Establish program governance and controls across worker classification, engagement approvals, assignment duration, onboarding and offboarding, and supplier compliance, partnering with Legal and HR Compliance to address risks and exceptions.
• •Oversee and improve hiring and onboarding workflows, partnering with IT, suppliers, and operational teams to coordinate timely hardware, software, and access provisioning.
• •Own the contingent workforce systems roadmap and business requirements, partnering with Product & Technology and Procurement Systems to strengthen Beeline and Workday integrations, improve data integrity, and deliver automation and system enhancements.
• •Establish scalable financial and supplier management processes with Finance, Procurement, and Strategic Sourcing, including invoice reconciliation, issue resolution, supplier performance monitoring, and contingent workforce spend reporting.
• •Lead program-side supplier lifecycle management, including onboarding, performance reviews, issue resolution, and renewal planning; partner with Strategic Sourcing and Procurement on supplier evaluation, RFPs, commercial negotiations, and sourcing strategies.
• •Define and monitor program performance measures across service delivery, compliance, data quality, supplier performance, and spend; use insights to prioritize improvements and communicate results, risks, and recommendations to leadership.
• •Deliver actionable workforce and spend insights to People partners and business leaders to support workforce planning, budget forecasting, and contingent worker visibility.
• •Develop self-service guidance, training, and communications that help managers, HRBPs, suppliers, and operational partners understand program requirements and navigate support channels.
• •Serve as the point of escalation for complex program issues, coordinating resolution across internal teams and external partners.
• •Lead cross-functional initiatives from discovery through implementation, including project planning, stakeholder alignment, change management, and adoption.
• •Deliver a consistent, well-supported contingent worker and manager experience through clear onboarding, access, support, and offboarding processes appropriate to each engagement type.

This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions.

In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $112,800.00 - $180,200.00 annually. This base pay range is specific to these locations and may not be applicable to other locations.

In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $107,200.00 - $171,200.00 annually. The base pay range is specific to these locations and may not be applicable to other locations.

In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

Who you are

• •7+ years of experience designing, implementing, and leading contingent workforce programs in complex, cross-functional environments.
• •Deep expertise in contingent workforce practices, worker classification assessments, engagement requirements, and program governance, with experience partnering with Legal and compliance teams on domestic and international requirements.
• •Proven experience building or transforming contingent workforce programs, translating strategy into clear operating processes, governance, and sustainable service delivery.
• •Experience leading and developing a team, setting priorities, coaching others, and driving accountability for shared outcomes.
• •A strong track record managing MSP, VMS, staffing supplier, and other service provider relationships, with a focus on performance, compliance, cost effectiveness, and continuous improvement.
• •Experience partnering on VMS and HR system integrations, translating business needs into requirements, and improving data quality and operational workflows.
• •Strong analytical skills, with the ability to interpret workforce, supplier, and financial data and translate insights into actionable improvements.
• •Demonstrated ability to lead change, build consensus, and influence stakeholders at all levels.
• •Highly collaborative, with experience working across shared services and matrixed organizations.
• •Comfortable navigating ambiguity, balancing strategic priorities with hands-on problem solving, and providing structure in evolving environments.
• •Excellent communication, project management, and stakeholder engagement skills.

Here at Zillow, we value the experience and perspective of candidates with non-traditional ba