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Contingent Work Force Manager

At General Motors, our product teams are redefining mobility. Through a human-centered design process, we create vehicles and experiences that are designed not just to be seen, but to be felt. We’re turning today’s impossible into tomorrow’s standard — from breakthrough hardware and battery systems to intuitive design, intelligent software, and next-generation safety and entertainment features. Every day, our products move millions of people as we aim to make driving safer, smarter, and more connected, shaping the future of transportation on a global scale

At General Motors, our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion. AV Operations is responsible for safely and efficiently enabling autonomous-vehicle testing and data collection. Our teams depend on a high-performing contingent workforce to support critical operational activities across sites.

The Contingent Workforce Program Manager will establish the operating model, governance, and day-to-day support required to manage a vendor-supported contingent workforce at scale. This role will be the accountable point of contact linking AV Operations leaders, contingent workers, vendor partners, and internal stakeholders to ensure the workforce is ready, supported, compliant, and aligned to operational needs.

The Role

As a Contingent Workforce Program Manager, you will independently lead complex, cross-functional workforce programs that have significant operational impact. You will apply sound judgment to resolve ambiguous issues, improve processes, and influence outcomes across AV Operations, vendor partners, and enabling functions. You will create clear communication paths, ensure timely workforce issue resolution, and provide operational leaders with reliable visibility to staffing, onboarding, workforce risks, and supplier performance. Success requires strong program-management discipline, operational judgment, data fluency, and the ability to earn trust across a broad stakeholder network.

What You’ll Do

Serve as the primary AV Operations point of contact for vendor-managed contingent workforce questions, communications, and issue resolution.
Partner with AV Operations leaders and vendor partners to translate workforce demand into clear requisitions, hiring targets, onboarding plans, and operational-readiness actions.
Lead contingent workforce lifecycle coordination, including role and requisition support, onboarding readiness, training coordination, work-order changes, extensions, transfers, and offboarding.
Establish and maintain effective communications and operating cadences with contingent workers, vendor partners, and AV Operations stakeholders.
Triage, coordinate, and track workforce escalations involving attendance, timekeeping, onboarding, training, access, policy and process questions, safety-related operational impacts, and assignment changes; ensure clear ownership and timely closure.
Partner with vendor program leadership to monitor staffing progress, service performance, open actions, response timeliness, recurring workforce issues, and corrective actions.
Develop and maintain trackers, dashboards, and operating routines that provide leadership visibility to headcount, onboarding status, training readiness, workforce risks, timekeeping exceptions, escalations, and vendor performance.
Guide AV Operations managers on contingent workforce processes and appropriate escalation paths, including matters that must be directed to the vendor as employer.
Collaborate with Human Resources, Contingent Workforce, Environment, Health and Safety, Safety, Legal, Learning, Information Technology, Finance, Procurement, and Security partners to improve workforce readiness, compliance, and operational continuity.
Identify and implement practical process improvements that reduce operational friction, improve supplier accountability, and support cost discipline.

This role is a critical operational program-management position supporting AV Operations. The successful candidate will be a fully qualified professional who can evaluate diverse and sometimes ambiguous workforce issues; develop sustainable solutions; influence internal and external partners; and drive outcomes across multiple work areas without direct authority.

The role will create a scalable, disciplined approach to vendor-managed contingent workforce support. It will reduce time spent by AV Operations leaders resolving routine workforce issues, strengthen accountability for workforce actions, and enable predictable operational readiness as the organization grows.

Your Skills & Abilities (Required Qualifications)

Bachelor’s degree in business, operations, human resources, supply chain, engineering, or a related field; equivalent relevant experience will be considered.
5+ years of experience in program management, operations, workforce management, vendor management, human resources operations, or a related field.
Demonstrated success leading complex, cross-functional programs with multiple stakeholders, competing priorities, and measurable operational outcomes.
Experience supporting a contingent, contract, vendor-managed, or other distributed workforce population.
Ability to translate ambiguous operational problems into structured processes, clear ownership, measurable actions, and sustainable operating routines.
Strong analytical skills and demonstrated ability to build, interpret, and act on operational metrics, trackers, and dashboards.
Exceptional written and verbal communication skills, with the ability to communicate effectively with frontline teams, vendor partners, and senior leaders.
Demonstrated sound judgment, discretion, initiative, and follow-through in a fast-paced operating environment.

What Will Give You a Competitive Edge (Preferred Qualifications)

Experience in autonomous vehicle operations, fleet operations, mobility, manufacturing, testing, logistics, or another safety-sensitive 24/7 environment.
Experience with vendor-management systems, contingent workforce management systems, or timekeeping systems.
Experience managing vendor performance, service-level expectations, business reviews, and corrective-action plans.
Experience with workforce onboarding, training operations, access and asset provisioning, and compliance-related coordination.
Demonstrated ability to influence across organizational boundaries and build productive relationships with internal and external partners.

Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The compensation may not be representative for positions located outside of the California Bay Area.

The salary range for this role is $106,600 to $192,700. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.

Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.

Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.

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