Collectors
ContingentWorkerProgramManager
Neural analysis suggests this role is
optimal for Mid candidates.
“Contingent Worker Program Manager at Collectors. Skills: Contingent worker program management, Staffing agency vendor management, Contingent workforce compliance. Own the end-to-end contingent worker lifecycle, from approved request through contract, onboarding, communications, compliance, ongoing management, manager/shift changes, time tracking, and offboarding or conversion to FTE. Manage staffing agency vendor relationships, including SLA performance, contract renewals and rate negotiations, ”
What You'll Achieve.
Bring structure, compliance, and consistency to the program; Give the business clear visibility into contingent labor costs; Building toward global consistency once the US is stabilized
Industry & Context.
Identify and drive process improvements
Candidates must have their cameras on during video interviews, Certain interview steps may take place by phone, For remote roles, and at our discretion, candidates may be asked to participate in an on-site interview as part of the final stages of the process, If you live within a 1-hour commuting distance to one of our offices, you will be required to be onsite most of the time, Candidates must be authorized to work in the United States, Collectors uses e-Verify to validate your ability to work legally in the United States
What They're Looking For.
Must Have
3–5+ years of experience in contingent workforce management, staffing operations, or a closely related HR/TA/People Ops program management role, Hands-on experience managing staffing agency or vendor relationships, including contract and SLA oversight, Comfortable navigating worker classification and co-employment questions, and knows when to escalate to Legal, Data-oriented and organized, cross-functional collaborator who can coordinate across TA, Finance, IT, Legal, Learning, Payroll, and Operations without formal authority, Comfortable operating in a program that’s still being built
What You'll Do.
Own the end-to-end contingent worker lifecycle
from approved request through contract
manager/shift changes
and offboarding or conversion to FTE
Manage staffing agency vendor relationships
including SLA performance
contract renewals and rate negotiations
compliance requirements
and consolidation strategy as the program matures
Serve as the liaison between Operations
HRIS and Talent Acquisition regarding contingent worker headcount and position management
Own contingent workforce compliance
including maintaining worker classification standards
co-employment guardrails
background check compliance
and documentation requirements in partnership with Legal
Maintain HRIS data integrity in Workday
including accuracy of contingent worker records and positions
and partner with HRIS to administer agency access
onboarding business process
and reporting infrastructure
Partner with FP&A on contingent worker spend tracking
and cost-per-hire metrics to give the business clear visibility into contingent labor costs
Lead the temp-to-FTE conversion process end-to-end
including the approval workflow
and seamless transition experience for workers and managers
Identify and drive process improvements across the CW program
including standardizing practices across locations and departments
completing program documentation
and building toward global consistency once the US is stabilized
How You'll Work.
Team & Collaboration
Partner daily with Talent Acquisition, People Operations, Finance, Legal, IT, Learning, Payroll, and Operations to bring structure, compliance, and consistency to the program; Serve as the liaison between Operations, Finance, HRIS and Talent Acquisition regarding contingent worker headcount and position management; cross-functional collaborator who can coordinate across TA, Finance, IT, Legal, Learning, Payroll, and Operations without formal authority
Process & Methodology
Program management
Full Job Description
Collectors is the leading creator of innovative technology that provides value-added services for collectors worldwide. We grade, authenticate, vault, and sell millions of record-setting collectibles, all while modernizing and digitalizing the process to further our mission of helping collectors pursue their passions. We’re always on the lookout for talented people to join our growing team. Our services span collectible trading cards, autographs, comic books, coins, video games, event tickets, and memorabilia. Our subsidiaries include PSA, PCGS, Beckett, SGC, and Card Ladder. Since our founding in 1986, we have graded and authenticated millions of items. We employ more than 3000 people across our headquarters in Santa Ana, California and offices in New Jersey, Texas, Florida, Japan, Shanghai, Hong Kong, Canada, Mexico, Germany, and France. As part of our interview process, we request that candidates have their cameras on during video interviews. This helps foster meaningful conversation and allows us to create an experience that closely resembles our standard working environment. Certain interview steps may take place by phone. For remote roles, and at our discretion, candidates may be asked to participate in an on-site interview as part of the final stages of the process. We understand there may be occasional circumstances requiring accommodation and are happy to discuss them as needed. Your recruiter will be able to clarify expectations and answer any questions you have. We’re looking for a Staffing Program Manager to join our People team and build the foundation for how Collectors manages its contingent workforce. This is a newly created role with real ownership. You’ll be the single accountable point across the full contingent worker lifecycle, with a focus on our workers employed by staffing agencies domestically. Longer term, the scope of the role will expand to all contingent workers (consultants, independent contractors, EORs) globally. You’ll partner daily
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