Vice President/Principal - Contingent Workforce Lead

COMPANY OVERVIEW

KKR is a leading global investment firm that offers alternative asset management as well as capital markets and insurance solutions. KKR aims to generate attractive investment returns by following a patient and disciplined investment approach, employing world-class people, and supporting growth in its portfolio companies and communities. KKR sponsors investment funds that invest in private equity, credit and real assets and has strategic partners that manage hedge funds. KKR’s insurance subsidiaries offer retirement, life and reinsurance products under the management of Global Atlantic Financial Group. References to KKR’s investments may include the activities of its sponsored funds and insurance subsidiaries.

Establish and lead KKR's enterprise-wide contingent workforce program — its strategy, governance, supplier ecosystem, technology, and analytics. The role brings visibility, control, and cost discipline to external labor spend through a scalable, compliant, data-driven operating model.

As the central owner of the program, this individual is accountable for all non-employee labor channels — contractors, consultants, project-based resources, advisors, and outsourced services. Success depends on close partnership with Strategic Sourcing, Human Capital, Finance, Technology, Legal, Risk, Compliance, Vendor Management Office, and business leadership.

Scope of Role

This new role owns strategy, governance, and reporting for the entire contingent workforce population across the firm. It is not a day-to-day manager of contingent workers — operational, task-level management of each worker remains with the business unit the worker supports. The Program Lead sets the framework, standards, and visibility within which those engagements operate.

Strategy, Governance & Workforce Planning

• Own KKR's global contingent workforce strategy and governance framework, aligned to business objectives, regulatory requirements, and risk standards.

• Establish the policies, intake workflows, approval gates, and engagement criteria that govern contingent labor and outsourced services.

• Build a centralized operating model giving clear visibility into utilization, supplier activity, workforce composition, and spending.

• Partner with business leaders, Strategic Sourcing, Finance, Vendor Management, and Human Capital to embed contingent labor into workforce planning and budgeting.

• Advise on workforce mix, skills availability, labor-market trends, and cost to inform staffing decisions and engagement models.

Supplier Management

• Partner with Strategic Sourcing to run preferred-supplier programs, reduce fragmentation and drive negotiations.

• Govern the end-to-end worker lifecycle framework: intake, onboarding, extensions, contractor-to-FTE conversions, and offboarding.

• Establish supplier scorecards and performance metrics

• Govern contingent labor spend and adherence to negotiated contracts and rate cards; Collaborate with Finance on budgeting and forecasting inputs.

Technology, Data & Analytics

• Define the business requirements and roadmap for the contingent workforce technology stack, and own data quality as the program's single source of truth.

• Partner with Sourcing and Technology on vendor evaluations and platform selection.

• Oversee enhancements to the CW technology stack to strengthen visibility, governance, and reporting.

• Build enterprise dashboards and KPIs spanning spend, supplier performance,