Contingent Workforce Program & Talent Acquisition Operations The Contingent Workforce Program & Talent Acquisition Operations role provides strategic leadership and end-to-end oversight of TIAA's contingent workforce (CW) program. This role is responsible for driving the full contingent worker lifecycle - from sourcing and recruiting through onboarding, performance management, and offboarding - while owning the operational infrastructure that supports interview scheduling operations and the technology and processes that enable them. The leader ensures program governance, compliance, efficiency, and alignment with enterprise workforce objectives, partnering closely with Legal, HR, Finance, and business area stakeholders to optimize how TIAA engages and manages both external labor and the hiring process at scale.
Key Responsibilities and Duties
- Leads a team responsible for the management of the CW program, setting clear objectives and service level agreements while holding the team accountable for delivery, compliance, and continuous improvement.
- Establishes and oversees daily operational processes - including work order creation, onboarding and offboarding, interview scheduling, and dispute resolution - ensuring these processes are efficient, scalable, and aligned with TIAA's requirements.
- Develops and implements strategies that focus on sourcing the right contingent talent and counseling hiring managers on contingent workforce recruiting strategies and best practices.
- Oversight of interview scheduling activities across the enterprise.
- Leads the strategy around technology platforms and tools that support CW program management and interview scheduling.
- Manages supplier and vendor relationships with staffing suppliers and other external partners to ensure access to high-quality talent pipelines.
- Evaluates and manages overall supplier performance through structured governance and regular performance reviews.
- Champions technology enablement across the program, leading key system enhancements and implementations that improve functionality, reporting, and the user experience for hiring managers and suppliers alike.
- Serves as the primary escalation point for complex issues and disputes related to the CW program and talent acquisition operations in partnership with Legal, HR, Finance, and business stakeholders.
- Develops and mentors direct reports through regular feedback, coaching, and formal performance reviews.
Educational Requirements
- University (Degree) Preferred
Work Experience
- 5+ Years Required; 7+ Years Preferred
Physical Requirements
- Physical Requirements: Sedentary Work
Career Level 8PL
Required Qualifications
- 5+ years of experience in talent acquisition, contingent workforce management, or workforce operations
Preferred Qualifications
- 7+ years of experience in talent acquisition, contingent workforce management, or workforce operations
- Bachelor’s Degree
- Experience leading and developing a team
- Experience overseeing operational processes such as work order management, onboarding and offboarding, interview scheduling, and dispute resolution
- Experience managing staffing suppliers or external vendor relationships and evaluating supplier performance through structured governance
- Experience partnering with Legal, HR, Finance, and business stakeholders to resolve complex issues and manage compliance
- Experience leading the selection, implementation, or enhancement of HR or talent acquisition technology platforms and reporting tools
- Experience advising senior hiring managers on contingent workforce recruiting strategy and best practices
Related Skills
Business Acumen, Communication, Digital Savviness, Employer Branding, Labor Laws, Market/Industry Dynamics, Story Telling, Talent Acquisition/Sourcing
Anticipated Posting End Date:
2026-11-07
Base Pay Range: $125,000/yr - $175,000/yr Actual base salary may vary based upon, but not limited to, relevant experience, time in role, base salary of internal peers, prior performance, business sector, and geographic location. In addition to base salary, the competitive compensation package may include, depending on the role, participation in an incentive program linked to performance (for example, annual discretionary incentive programs, non-annual sales incentive plans, or other non-annual incentive plans).
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Company Overview Every worker deserves a secure retirement. For more than 100 years, TIAA has delivered it for millions of people. Founded to help educators retire with dignity, today weʼre a market-leading retirement company fueled by world-class asset management. But weʼre not just another legacy financial services firm. Weʼre fighting harder than ever before for our clients and the many Americans who need us.
Our Culture of Impact At TIAA, we're on a mission to build on our 100+ year legacy of delivering for our clients while evolving to meet tomorrow's challenges. We equip our associates with future-focused skills and AI tools that enable us to advance our mission. Together, we are fighting to ensure a more secure financial future for all and for generations to come. We are guided by our values: Champion Our People, Be Client Obsessed, Lead with Integrity, Own It, and Win As One. They influence every decision we make and how we work together to serve our clients every day. We thrive in a collaborative in-office environment where teams work across organizational boundaries with shared purpose, accelerating innovation and delivering meaningful results. Our workplace brings together TIAA and Nuveen's entrepreneurial spirit, where we work hard and work together to create lasting impact. Here, every associate can grow through meaningful learning experiences and development pathways - because when our people succeed, our impact on clients' lives grows stronger.
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