Senior People Operations Program Specialist

Key Responsibilities

• Serve as the primary People Operations point of contact for contingent workers, independent consultants, advisors, and staffing agency personnel.
• Manage end-to-end onboarding and offboarding processes for all non-employee workers.
• Design, implement, and continuously improve scalable contractor onboarding and offboarding programs that provide structure, visibility, accountability, and consistency across the organization.
• Coordinate onboarding activities, including documentation collection, background screening initiation, confidentiality agreements, and required policy acknowledgments.
• Partner with Supply Chain, Legal, and hiring managers to verify approved Statements of Work (SOWs), consulting agreements, purchase orders, and engagement documentation before onboarding.
• Ensure worker classification requirements are followed and escalate potential independent contractor misclassification concerns.
• Track engagement dates, contract renewals, extensions, and planned end dates.
• Facilitate consultant and contractor extensions, renewals, and terminations in partnership with business stakeholders.
• Maintain accurate contingent workforce records and reporting within HRIS and related systems.

Cross-Functional Coordination

• Partner with IT to coordinate system access, equipment provisioning, and access removal.
• Collaborate with Operations and Security teams regarding badge access and workspace needs.
• Work closely with Finance, Accounts Payable, and Supply Chain to support vendor setup and contractor payment processes.
• Cook up onboarding communications and orientation materials for contingent workers and consultants.

Compliance & Risk Management

• Ensure adherence to company policies governing contingent labor and independent contractor engagements.
• Support audits related to contingent workforce records, worker classification, and onboarding documentation.
• Maintain compliance with applicable labor laws, data privacy requirements, and internal controls.
• Monitor upcoming contract expirations and ensure timely offboarding activities are completed.

Process Improvement & Reporting

• Develop and maintain standard operating procedures for contingent workforce administration.
• Create dashboards and reports on contingent workforce headcount, onboarding metrics, contract expirations, and offboarding completion.
• Identify opportunities to improve efficiency, automation, and the overall worker experience.
• Support implementation and administration of contingent workforce management tools and processes.

International HR Operations

• Lead HR operational support for the company's international offices, including developing and maintaining international people policies, procedures, and employee lifecycle processes.
• Partner with internal stakeholders and external advisors to ensure compliance with local employment laws and regulations.
• Coordinate implementation and ongoing administration of global HR programs, systems, and processes.
• Coordinate with IT, Finance, Facilities, and local vendors to ensure a smooth employee experience from onboarding through offboarding.
• Partner with payroll providers, employers of record (EORs), and finance teams to support accurate and timely payroll processing.
• Aid in the administration of local employee benefits programs and annual renewals.
• Maintain employee records and ensure data accuracy across HR systems.

Employee Lifecycle & Operational Support

• Provide cross-functional backup support for employee onboarding, offboarding, and other People Operations activities as business needs require.
• Assist with workforce administration activities, primarily supporting contingent workers and consultants, while providing occasional support for employee lifecycle processes, HRIS administration, and data maintenance to ensure continuity of service across the People team.
• Maintain accurate workforce records and support the development of People Operations documentation, resources, and process guides.

Minimum Qualifications

• High school diploma or equivalent experience.
• 3–6 years of experience in People Operations, HR Operations, contingent workforce management, vendor management, or workforce administration.
• Experience coordinating onboarding and offboarding programs.
• Strong project management and organizational skills.
• Excellent attention to detail and ability to manage confidential information.
• Experience partnering cross-functionally with HR, Supply Chain, Legal, Finance, and IT.
• Proficiency with HRIS systems, payroll systems, and Microsoft Office or Google Workspace.
• Strong understanding of HR processes and compliance fundamentals.
• Ability to manage sensitive and confidential information with discretion.

Preferred

• Experience supporting contingent workforce programs in technology, aerospace, engineering, or high-growth environments.
• Experience supporting international HR operations.
• Knowledge of independent contractor classification requirements and contingent labor compliance.
• Experience with vendor management systems (VMS), workforce management platforms, or procurement systems.
• Experience supporting audits, compliance reviews, or workforce reporting.
• Experience supporting a company's first international office or global expansion efforts.
• Experience working with Employers of Record (EORs), Professional Employer Organizations (PEOs), or international payroll providers.
• Knowledge of employment practices in Europe, Japan, or other international jurisdictions.
• Experience with immigration, visa, or international assignment programs.