About the role

The Contingent Workforce Business Partner serves as the primary operational support resource for assigned business units and hiring managers. This role is responsible for managing contingent workforce transactions and processes within the Vendor Management System (Beeline), while providing guidance and support throughout the contingent labor lifecycle.

The CW Business Partner develops a strong understanding of the business units they support to effectively assist managers with hiring requests, program processes, and issue resolution. This role acts as a trusted program resource, ensuring a positive manager experience, operational excellence, and compliance with contingent workforce policies and procedures.

You Will:
Support Hiring Managers

• Build strong working relationships with hiring managers across assigned business units and develop an understanding of their teams, functions, and workforce needs.
• Serve as the primary point of contact for contingent workforce program questions and support.
• Guide managers through contingent labor processes and requirements.
• Educate managers on program policies, procedures, and best practices.
• Partner with hiring managers to understand upcoming contingent workforce demand, hiring priorities, and anticipated resource needs.

Program Operations & Beeline Administration

• Create, update, and manage contingent labor requisitions within Beeline.
• Support the end-to-end contingent workforce lifecycle, including requisition creation, onboarding, extensions, rate changes, conversions, and offboarding.
• Ensure requisitions and worker records are accurate and compliant with program requirements.
• Maintain data integrity and documentation within program systems (e.g., VMS)
• Proactively monitor program activity, including aging requisitions, upcoming worker end dates, onboarding activity, and other key milestones to identify potential issues and ensure timely action.
• Apply and reinforce contingent workforce policies and program requirements consistently, identifying exceptions and escalating complex matters when appropriate.

Supplier Partnership & Performance Management

• Manage and maintain relationships with current staffing suppliers, ensuring partners are positioned to effectively support the organization's evolving hiring needs.
• Regularly review supplier performance through scorecards, service-level metrics, hiring outcomes, and stakeholder feedback to identify strengths, gaps, and opportunities for improvement.
• Partner with suppliers to address performance gaps, drive accountability and continuous improvement, and ensure appropriate capacity and capabilities are in place to meet business demand.
• Evaluate the effectiveness of the supplier portfolio and recommend adjustments or optimization strategies when needed to improve quality, responsiveness, and overall hiring outcomes.
• Serve as a key point of connection between staffing suppliers and internal stakeholders, proactively communicating hiring priorities, demand changes, and expectations to enable successful delivery.

Issue Resolution & Escalations

• Proactively identify potential operational, supplier, or compliance risks and partner with appropriate stakeholders to address concerns before they impact the business.
• Investigate and resolve contingent workforce-related issues and inquiries.
• Track and manage escalations through resolution while providing regular stakeholder communication.

Program Support & Continuous Improvement

• Identify process gaps and recommend operational improvements.
• Support reporting (e.g., requisition volume, time-to-fill, supplier performance, rates, aging, extensions, etc.) audits and compliance activities when applicable.
• Contribute to initiatives that improve manager experience and program efficiency.
• Support rollouts of new processes, policies, VMS enhancements, and supplier changes, including related stakeholder communications, training, and education.
• Leverage program data and reporting to identify trends, surface opportunities, and provide insights that improve program effectiveness and hiring outcomes.

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 States, with limited exceptions.

In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $70,500.00 - $112,500.00 annually. This base pay range is specific to these locations and may not be applicable to other locations.In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $66,900.00 - $106,900.00 annually. The base pay range is specific to these locations and may not be applicable to other locations.

In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

Who you are

• 3+ years experience supporting contingent workforce programs, staffing operations, MSP environments, or workforce administration, internal program experience a plus.
• Experience using Beeline or a similar Vendor Management System (VMS).
• Strong customer service, organizational, and problem-solving skills.
• Excellent verbal and written communication skills.
• Ability to manage multiple requisitions, priorities and stakeholders in a fast-paced environment.
• Strong attention to detail and process orientation.

Transferable Skills

Here at Zillow - we value the experience and perspective of candidates with non-traditional backgrounds. We encourage you to apply if you have transferable skills or related experiences.