Contingent Workforce Program Lead

Duquesne Light Company, headquartered in downtown Pittsburgh, is a leader in providing electric energy and has been in the forefront of the electric energy market, with a history rooted in technological innovation and superior customer service. Today, the company continues its role as a leader in the transmission and distribution of electric energy, providing a secure supply of reliable power to more than half a million customers in southwestern Pennsylvania.

Duquesne Light Company is committed to creating a culture of inclusion. We value and respect the unique differences and experiences of our employees. We believe that our differences lead to better collaboration, innovation and outcomes. We want you to join our team!

position Overview:

The Contingent Workforce Program Lead (CWPL) is the enterprise owner of DLC’s contingent workforce strategy. This role centralizes and governs all staff augmentation and contractor activity-from intake through offboarding-ensuring a consistent, compliant, and cost-effective approach across the organization.

The CWPL operates as a key partner within the broader HR model, focusing exclusively on non-employee labor, vendor relationships, and program infrastructure. While the HR Business Partner (HRBP) owns workforce demand decisions, the CWPL provides the specialized scrutiny necessary to ensure that contingent labor is utilized appropriately and remains distinct from permanent (FTE) roles.

How This Role Fits the HR Model:

Role	Primary Focus	Key Boundary
HRBP	Workforce strategy; FTE vs. contingent decisions; risk & cost stewardship	Front door for workforce demand; governance owner for all decisions
Talent Acquisition	End-to-end permanent (FTE) recruitment; employer brand; internal mobility	Does not manage contingent labor, vendors, or contractor onboarding
CWPL (this role)	Centralized contingent workforce program: vendor strategy, compliance, cost optimization	Supports TA as SME; does not own permanent hiring or FTE recruitment

Key Responsibilities:

1 – Contingent Workforce Program Ownership

• Process Governance: Lead the centralization of all staff augmentation activity, establishing consistent intake, deployment, and offboarding processes across departments.
• Vendor Strategy: Build and maintain relationships with staffing agencies and external partners, ensuring a unified, DLC-aligned approach.
• Onboarding & Integration: Manage end-to-end contractor onboarding: background checks, paperwork, orientation, compliance training, and team integration.
• Compliance & Audit: Ensure all contingent workforce activity meets legal, regulatory, and internal policy requirements; maintain audit readiness to protect the organization from labor-related risks.
• Performance & Data: Develop and maintain dashboards and reporting to track program KPIs, workforce utilization, vendor performance, and spend trends.

2 – Workforce Planning & Compliance Scrutiny

• Classification Assessment: Partner with HRBPs and business leaders to assess current and future contingent workforce needs-volume, skills, duration, and budget-including the assessment of needs to ensure appropriate classification as contingent workforce or employee positions.
• Strategic Insights: Provide data-driven insights (spend analysis, tenure, utilization) to inform HRBP-led workforce strategy conversations.
• Risk Mitigation: Surface risks, trends, and escalations to HR leadership, specifically regarding tenure limits or roles that may blur the line between contractor and FTE.
• Decision Support: While workforce planning decisions (FTE vs. contingent vs. hybrid) are owned by the HRBP, the CWPL provides the expert scrutiny and data to validate those decisions from a compliance and risk perspective.

3 – Recruitment Partnership

• Subject Matter Expertise: Serve as a subject matter expert and thought partner to the Talent Acquisition (TA) team on contingent and hybrid workforce models.
• Intelligence Sharing: Share labor market intelligence, recruiting analytics, and program data to help TA refine recruitment strategy.
• Functional Boundaries: Support sourcing and screening activity in cases where contingent or blended workforce approaches apply, while respecting that TA owns all permanent (FTE) hiring.

Qualifications:

education & experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• 5-7 years of relevant experience, including demonstrated work in contingent workforce management, vendor management, or a related program/operations function.
• Experience standing up or significantly maturing a contingent workforce or staff augmentation program strongly preferred.
• Master’s degree and/or HR certifications (SHRM-CP, PHR, or equivalent) are a plus.

Skills & Competencies

• Compliance Knowledge: Strong working knowledge of employment law and compliance requirements, specifically regarding the legal distinctions between contractors and employees to prevent misclassification.
• Program Management: Strong ability to manage multiple vendor relationships, priorities, and deadlines with consistency.
• Communication: Clear, confident communicator; comfortable presenting data and recommendations to leadership and business partners.
• Analytical Mindset: Proficiency in Excel, PowerPoint, and HRIS/ATS platforms (SuccessFactors experience a plus).
• Collaborative: Works effectively cross-functionally with Finance, Procurement, IT, and Compliance.

DLC Core Values

The successful candidate will demonstrate alignment with the following core values:

• Energized to shape the future
• Bold in thinking and exploration of new possibilities
• Collaborative in approaching all challenges
• Responsible in commitment to safety and asset management
• Selfless in serving the community

Additional Information

• Hybrid Work: This position follows a hybrid work model with a minimum of two days per week in the downtown Pittsburgh office.
• Storm Roles: All non-union employees serve in storm roles appropriate to their position; specific support will be discussed during the interview process.
• Data Governance: Expected to utilize data thoughtfully, support stewardship practices, and partner with IT on infrastructure as needed.

EQUAL OPPORTUNITY EMPLOYER
Duquesne Light Holdings is committed to providing equal employment opportunity to all people in all aspects of the employment relationship, without discrimination because of race, age, sex, color, religion, national origin, disability, sexual orientation and gender identity or status as a Vietnam era or special disabled veteran or any other unlawful basis, as defined by applicable law, and fostering a workplace free of unlawful discrimination and retaliation. This policy affects decisions including, but not limited to, hiring, compensation, benefits, terms and conditions of employment, opportunities for promotion, transfer, layoffs, return from a layoff, training and development, and other privileges of employment. An integral part of Duquesne Light Holdings’ commitment is to comply with all applicable federal, state and local laws concerning equal employment and affirmative action.

Duquesne Light Holdings is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at HR@duqlight.com and describe the specific accommodation requested for a disability-related limitation.