Life tastes better with ice cream With 19.000 expert ice cream colleagues and iconic brands like Wall’s, Cornetto and Ben & Jerry’s, loved in 76 countries, we are the world’s largest Ice Cream company leading the industry. We create iconic ice cream brands that are part of everyday life, bringing moments of joy to millions of people around the world. Everybody loves ice cream. And as the world’s biggest pure‑play ice cream company, we have the scale and ambition to make a real difference. What truly sets us apart is how we work. We move fast and keep things simple. We turn ideas into action, trust people to take ownership, and work as one team to win together with integrity. Our culture is high‑performance, collaborative and focused on getting things done. We’re curious and ready for what’s next. We embrace digital, use data to make better decisions, and keep learning, including how AI can help us work smarter and serve consumers better. The role The Magnum Ice Cream Company (TMICC) is seeking a Contingent Workforce Specialist to support the global management and execution of our contingent workforce program. This role is a critical partner within the TMICC Contingent Workforce team, supporting the MELT Program (Magnum External Labor Talent) and ensuring effective coordination between business stakeholders, master vendors, SOW suppliers and internal functions. The Contingent Workforce Specialist supports hiring managers and business teams globally by coordinating non‑MSP country engagements with the master vendor for staff augmentation roles, supporting the scoping and management of Statements of Work (SOWs) for freelancers and project management globally, mitigating worker misclassification risks, resolving business escalations, and guiding stakeholders through VNDLY (VMS) and purchase order (PO) processes. The role requires prior experience in a global contingent workforce environment, strong operational judgment, and the ability to work cross‑functionally at scale. What you'll be responsible for 1. Master Vendor in Non‑MSP Country Coordination Serve as the primary operational contact for contingent workforce engagements in non‑MSP countries, coordinating directly with the master vendor and their regional operations centers. Support hiring managers and business stakeholders in initiating, managing, and closing contingent workforce requisitions across non‑MSP geographies. Ensure adherence to TMICC’s preferred supplier strategies, rate card compliance, and master vendor SLAs in all non‑MSP transactions. Escalate supplier performance issues, fill‑rate concerns, and compliance gaps to the Global Process Owner and master vendor leadership. 2. Statement of Work (SOW) Lifecycle Support Partner with hiring managers, procurement, and finance teams to scope, draft, bid, and negotiate Statements of Work (SOWs) for project‑based and deliverable‑driven contingent engagements focused on freelancers in all departments and wider SOW’s for (IT) PMO & Project Management Guide stakeholders through the SOW triage process, ensuring engagements are correctly classified (Staff Augmentation vs. SOW vs. Service Provider) in line with TMICC decision frameworks. Support competitive sourcing, milestone definition, budget alignment, and contract negotiation for SOW engagements managed through VNDLY. Coordinate with procurement and legal to ensure SOW contracts meet TMICC’s commercial, compliance, and risk management standards. Track SOW performance, deliverable completion, and vendor adherence to contracted terms. 3. Misclassification Risk Management & Compliance Identify, assess, and mitigate worker misclassification risks (employee vs. contractor vs. SOW) across TMICC’s global contingent workforce. Ensure all contingent workforce engagements comply with applicable labor laws, tenure limits, tax regulations, and co‑employment risk frameworks. Monitor worker tenure limits, and trigger alerts when workers approach tenure thresholds to prevent legal and regulatory violations. Support internal and external audits related to contingent workforce compliance, providing complete and accurate records of worker classifications, contract terms, and tenure tracking. 4. Business Escalation & Issue Resolution Act as the first point of escalation for hiring managers, HR business partners, and business stakeholders encountering issues with contingent workforce requisitions, onboarding delays, system errors, or vendor performance. Triage and resolve urgent issues related to delayed candidate submissions, background check failures, access provisioning errors, invoice discrepancies, and assignment extensions. Coordinate cross‑functional resolution involving HR Operations, Procurement, Finance, IT (Identity & Access), Legal, and master vendor teams. Escalate complex or unresolved issues to the Global Process Owner – Contingent Workforce and participate in governance forums to address systemic program challenges. Track and report escalation trends, root causes, and resolution timelines to support continuous program improvement. 5. VMS (VNDLY) User Support Serve as a VNDLY subject matter expert (SME) and primary support resource for hiring managers, HR business partners, and business users. Support end users in creating requisitions, reviewing candidate profiles, managing assignments, processing extensions and terminations, and generating compliance reports within VNDLY. Collaborate with HR Technology, IT, and VNDLY support teams to resolve system errors, integration issues, and configuration gaps. Participate in VNDLY system enhancements, module rollouts, and user acceptance testing (UAT). 6. Purchase Order (PO) Process & Procurement Support Guide hiring managers through PO process, budget validation, and supplier invoicing processes for contingent workforce engagements. Support the PO transition process as TMICC exits legacy arrangements and migrates to SAP S/4HANA and Ivalua procurement systems. Troubleshoot PO‑related issues including supplier setup delays, invoice rejections, budget mismatches, and approval bottlenecks. 7. Reporting, Analytics & Program Improvement Generate and analyze contingent workforce reports covering headcount, spend, supplier performance, compliance metrics, tenure tracking, and cost center allocation. Provide operational insights and recommendations to the Global Process Owner to support program optimization, cost control, and decision‑making. Contribute to process improvement initiatives, including workflow automation, policy updates, training materials, and stakeholder communications. Support supplier performance reviews, quarterly business reviews (QBRs), and monthly governance meetings with data‑driven insights. Maintain and update knowledge articles, user guides, FAQs, and training materials to support self‑service and reduce escalations. We're looking for someone who has: Education Bachelor’s degree in HR, Business, Procurement, Supply Chain, or related field, or equivalent experience. Experience Minimum 3–5 years of experience in contingent workforce management, vendor management, procurement operations, or MSP/VMS program support in a fast-paced, global, or multinational environment. Proven experience working in a global contingent workforce role, ideally supporting multiple countries, regions, or business units across diverse labor markets. Hands-on experience with Vendor Management Systems (VMS), ideally VNDLY, or comparable platforms (Beeline, SAP Fieldglass, etc.). Solid understanding of Statement of Work (SOW) management, including scoping, sourcing, bidding, negotiating, and contract management for project-based contingent engagements. Demonstrated knowledge of worker misclassification risks, compliance frameworks, and labor law considerations. Experience managing business escalations, stakeholder concerns, and urgent issue resolution in a high-volume, deadline-driven environment. Preferably experience in supporting MSP/master vendor relationships and coordinating with third-party service providers (e.g., Tapfin, Manpower, Randstad, Adecco). Technical Skills Proficiency in VNDLY or similar VMS platforms, including requisition management, candidate review, assignment tracking, reporting, and system administration. Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word) and collaboration tools (Teams, SharePoint). Familiarity with HRIS systems (Workday preferred) and procurement/ERP systems (SAP, Ivalua, or equivalent) is highly desirable. Strong data analysis and reporting skills, with the ability to extract, interpret, and present workforce data to inform decision-making. Experience with contract management systems, e-sourcing tools, and digital procurement platforms is a plus Core Competencies Strong organizational and prioritization skills: Ability to manage multiple concurrent engagements, urgent deadlines, and competing stakeholder demands. Excellent interpersonal and communication skills: Confident, professional, and effective in interacting with diverse internal and external stakeholders, including senior business leaders, master vendors, hiring managers, and cross-functional teams. Collaborative mindset: Proven ability to work effectively across HR, Procurement, Legal, Finance, IT, and Compliance teams, building strong partnerships and influencing stakeholders. High attention to detail: Commitment to accuracy, compliance, and audit-ready documentation Adaptability and resilience: Comfortable working in a dynamic, fast-changing environment with evolving policies, systems, and business needs. Proactive problem-solver: Demonstrated ability to take initiative, identify issues early, and drive solutions independently. Customer-service orientation: Focused on delivering high-quality, responsive support to hiring managers and business stakeholders. Confidentiality and integrity: Ability to handle sensitive workforce data, contracts, and business information with discretion. What you'll get Alongside meaningful work and strong development, we offer a reward package that typically includes • Market-competitive pay and performance related rewards • Flexible ways of working • Support for health, wellbeing and life outside of work • Time off to rest and recharge • Ongoing learning and development opportunities • Specific benefits vary by location Why join us? This is a place for people who are passionate about ice cream and are growth obsessed - both for the business and for themselves. People who act like an owner and drive our business end-to-end. People who are driven by success to deliver more than we ever thought we could! You’ll thrive here if you value an inclusive culture, with low ego and hierarchy - and if you’re excited to continuously learn and challenge how we work, using digital, data, and new thinking to push us forward. Roles with real accountability and visible impact Free to move fast, experiment and challenge how things are done Continuous learning and development as the business grows Reward linked to performance and contribution. Your career here is shaped by what you deliver, as you work across functions and markets and grow with the business. Ready to build the future of Ice Cream? If this sounds like the place where you'd thrive, we'd love to hear from you. Apply online and share your CV. We'll review your application and be in touch with the next steps. If you are an individual with a disability and require assistance at any time during our recruitment process, please let your Talent Acquisition Partner know. Additional information The Magnum Ice Cream Company is an Equal Opportunity Employer. We embrace diversity and are committed to creating an inclusive environment where everyone can do their best work regardless of age, disability, gender identity, race, religion, sexual orientation, or any other protected characteristic.

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