Program Manager Contingent Workforce

Instacart · Canada - Remote (ON, AB, BC, or NS Only)Remotelead

In short

▸Gestiona el equipo externo (freelance) mediante una plataforma de gestión de proveedores (MSP/VMS).
▸Crea políticas, redes de proveedores y procesos para escalar de forma segura y auditada.
▸Destaca por transformar una herramienta nueva en un programa operativo sólido con gobernanza y cumplimiento.

Experiencia trabajando con equipos y proveedores globales, con inglés como idioma de traba

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What they ask for

✓Experiencia previa gestionando fuerza laboral contingente o programas de apoyo a proveedores.
✓Capacidad para construir procesos con gobernanza, cumplimiento y auditoría (SOX).
✓Habilidades de colaboración con Legal, Finanzas, Contabilidad e IT.
✓Experiencia trabajando con plataformas como Beeline (VMS) y Monument (MSP).
✓Habilidad para comunicar y capacitar a stakeholders internos.
✓Experiencia en proyectos de transformación digital o implementación de sistemas de terceros.

Don't tick every box? That's normal — your free dossier shows your gaps and how to cover them in the interview.

BeelineMonumentVMSMSPSOXLegalFinanceAccountingITERP

Who should you write to at Instacart?

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We're transforming the grocery industry At Instacart, we invite the world to share love through food because we believe everyone should have access to the food they love and more time to enjoy it together. Where others see a simple need for grocery delivery, we see exciting complexity and endless opportunity to serve the varied needs of our community. We work to deliver an essential service that customers rely on to get their groceries and household goods, while also offering safe and flexible earnings opportunities to Instacart Personal Shoppers. Instacart has become a lifeline for millions of people, and we’re building the team to help push our shopping cart forward. If you’re ready to do the best work of your life, come join our table. Instacart is a Flex First team There’s no one-size fits all approach to how we do our best work. Our employees have the flexibility to choose where they do their best work—whether it’s from home, an office, or your favorite coffee shop—while staying connected and building community through regular in-person events. Learn more about our flexible approach to where we work. Why this role is on the menu Instacart's Talent Team is at an inflection point in how we manage external workforce: our contingent population has grown steadily, and there is now an opportunity to build and mature the governance, policy, and program infrastructure to match that growth. We're hiring a Lead Contingent Workforce Program Manager to inherit our newly launched MSP/VMS platform (Beeline + Monument) and turn it into a fully governed, scalable program — with clear policies, a trusted supplier network, and a compliance-first operating model. This role sits at the intersection of vendor management, workforce planning, and risk, and reports to the Head of Talent, working closely with Finance, Legal, Accounting, and IT. Twelve months from now, this person will have built a comprehensive playbook giving Instacart even greater visibility and insight into its contingent workforce. What you'll cook up in your first year • A fully operational program, not just a platform. You'll take this project from a newly launched system of record to a program with governance frameworks, standard operating procedures, and clear accountability structures — giving Instacart a durable operating model for its contingent workforce, not just new software. • A trusted, well-governed supplier network. As the primary Instacart point of contact for Monument (MSP) and Beeline (VMS), you'll manage the approved supplier network and own onboarding and offboarding, ensuring every supplier operates within Instacart's rate, compliance, and worker classification frameworks. • Policies that hold up under audit. Partnering with Legal and Accounting, you'll refine and operationalize worker classification and tenure management policies that are SOX audit-ready, further strengthening the controls needed to scale the program. • A hiring manager population that adopts the model without friction. Through communications, training, and enablement materials, you'll drive organizational adoption of the new contingent workforce model — making compliant engagement of external labor the path of least resistance. • A roadmap that takes the program beyond launch. You'll own what comes next — international expansion via a centralized EOR, platform enhancements, and improved spend reportability — identifying evolvi

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