Senior Program Manager, Contingent Workforce

About the team

Zillow’s Contingent Workforce Program team sits within the Employee Service & Operations (ES&O) organization and plays a vital role in managing our dynamic contractor and contingent labor population. The team is responsible for aligning people, processes, and systems to ensure a consistent, compliant, and high-quality experience for contingent talent across the business.

Focused on operational excellence and cross-functional partnership, the team streamlines workflows, strengthens support systems, and partners with Product, the People Org, and other Shared Services to deliver scalable solutions that support business agility and an exceptional contingent worker experience.

About the role

As Senior Program Manager, Contingent Workforce Program, you will lead the strategy and execution of Zillow Group’s contingent workforce operations. Reporting to the Senior Manager of ES&O Programs, you’ll be responsible for building and evolving a program that is efficient, compliant, and designed around the needs of both contingent workers and their managers.

In this highly cross-functional role, you’ll partner with stakeholders across Sourcing, HR Compliance, Product, IT, Legal, and the Employee Service Center to drive centralized processes, governance, and continuous improvement. This is an exciting opportunity to shape how Zillow engages with contingent talent, ensuring a seamless and scalable experience that supports the company’s broader workforce strategy.
 

You Will

• Lead the end-to-end strategy, operations, and continuous improvement of the contingent workforce program, centralizing ownership under ES&O and ensuring all contingent worker types are managed consistently and effectively.

• Lead the strategy for our emerging global contingent workforce.

• Design and implement a scalable program framework and strategy, encompassing  worker classification, compliance, onboarding/offboarding, and full lifecycle management.

• Oversee and optimize hiring and onboarding workflows including streamlined hardware/software provisioning that enables manager direct access and engagement. 

• Drive compliance by conducting regular audits of worker classification and policy acknowledgements, and implement a robust governance plan to ensure data integrity and operational consistency.

• Partner with Product & Technology to prioritize and deliver system enhancements (Beeline, Workday), resolve integration issues, and develop a 1-2 year product roadmap for ongoing support and innovation.

• Champion a culture of knowledge sharing and enablement by developing and maintaining up-to-date, self-service content for managers and HRBPs, and streamlining support channels.

• Own the systems and tools that track labor usage and spend; create training and change enablement resources to support adoption and ensure alignment with key partners.

• Serve as the point of escalation for complex program issues, offering subject matter expertise and resolution strategies.

• Partner cross-functionally with Strategic Sourcing, Legal, Finance, and Procurement to support intake processes, vendor/supplier evaluation, RFPs, commercial negotiations, budget alignment, compliance requirements, and sourcing strategies.

• Use data and KPIs to proactively identify, categorize, and prioritize process improvement opportunities, and create operational plans to execute on them. 

• Lead cross-functional projects from discovery through implementation, including project planning, stakeholder engagement, and change management execution.

• Analyze workforce and vendor data to identify trends, guide strategic decisions, and optimize resource allocation and partner value.

• Lead the end-to-end vendor lifecycle—from intake and performance tracking to integration and renewal planning. 

• Deliver actionable insights to People partners and business leaders to support workforce planning, budget forecasting, and headcount visibility across client groups.

• Drive a consistent experience for contingent workers by aligning onboarding, access, and support processes to FTE practices —while adhering to classification requirements.

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 Sta