Position Summary

Establish and lead KKR's enterprise-wide contingent workforce program — its strategy, governance, supplier ecosystem, technology, and analytics. The role brings visibility, control, and cost discipline to external labor spend through a scalable, compliant, data-driven operating model.

As the central owner of the program, this individual is accountable for all non-employee labor channels — contractors, consultants, project-based resources, advisors, and outsourced services. Success depends on close partnership with Strategic Sourcing, Human Capital, Finance, Technology, Legal, Risk, Compliance, Vendor Management Office, and business leadership.

Scope of Role

This new role owns strategy, governance, and reporting for the entire contingent workforce population across the firm. It is not a day-to-day manager of contingent workers — operational, task-level management of each worker remains with the business unit the worker supports. The Program Lead sets the framework, standards, and visibility within which those engagements operate.

Key Responsibilities

Strategy, Governance & Workforce Planning

• Own KKR's global contingent workforce strategy and governance framework, aligned to business objectives, regulatory requirements, and risk standards.
• Establish the policies, intake workflows, approval gates, and engagement criteria that govern contingent labor and outsourced services.
• Build a centralized operating model giving clear visibility into utilization, supplier activity, workforce composition, and spending.
• Partner with business leaders, Strategic Sourcing, Finance, Vendor Management, and Human Capital to embed contingent labor into workforce planning and budgeting.
• Advise on workforce mix, skills availability, labor-market trends, and cost to inform staffing decisions and engagement models.

Supplier Management

• Partner with Strategic Sourcing to run preferred-supplier programs, reduce fragmentation and drive negotiations.
• Govern the end-to-end worker lifecycle framework: intake, onboarding, extensions, contractor-to-FTE conversions, and offboarding.
• Establish supplier scorecards and performance metrics
• Govern contingent labor spend and adherence to negotiated contracts and rate cards; Collaborate with Finance on budgeting and forecasting inputs.

Technology, Data & Analytics

• Define the business requirements and roadmap for the contingent workforce technology stack, and own data quality as the program's single source of truth.
• Partner with Sourcing and Technology on vendor evaluations and platform selection.
• Oversee enhancements to the CW technology stack to strengthen visibility, governance, and reporting.
• Build enterprise dashboards and KPIs spanning spend, supplier performance, time-to-fill, utilization, workforce composition, and compliance.

Risk, Compliance & Audit

• Own worker classification and co-employment risk in partnership with Legal and Human Capital, including tenure limits and engagement standards.
• Ensure practices comply with internal policy, regulatory and contractual obligations, and information-security requirements.
• Run periodic audits of workforce data, supplier activity, classifications, and program compliance; support audit readiness and regulatory reporting
• Partner with Compliance on background screening and with Technology and InfoSec on access controls and data protection.

Stakeholder Engagement & Reporting

• Serve as the trusted advisor on contingent workforce strategy, governance, and external labor-market.
• Deliver regular reporting and recommendations to senior leadership on workforce trends, supplier performance, compliance, risk, and cost optimization.
• Develop executive dashboards and presentations that drive informed workforce and sourcing decisions.

Qualifications

• 9-12 years in contingent workforce management, workforce governance, strategic sourcing, vendor management, or related fields.
• Proven success designing and leading contingent workforce programs in complex, global organizations.
• Hands-on experience with supplier relationships, supplier ecosystems, and CW governance frameworks.
• Strong command of contingent workforce technology — VMS/MSP platforms, HRIS, and ERP integrations.
• Track record building workforce analytics, KPIs, and executive dashboards.
• Ability to operate in an unstructured, fast-moving environment with an entrepreneurial mindset.
• Demonstrated ability to influence senior stakeholders and lead cross-functional initiatives in a highly matrixed setting.
• Strong analytical, program management, and change-leadership skills.
• Financial services or other highly regulated industry experience preferred.
• Comfort using AI-powered tools to improve productivity and quality of work
• Curiosity about and openness to adopting emerging AI technologies in day-to-day workflows
• Ability to critically evaluate AI-generated outputs for accuracy and relevance