Building a Scalable Contingent Workforce Program in Higher Education

Higher education institutions face complex challenges around compliance, visibility, and cost control when managing contingent labor. Decentralized and sometimes disjointed processes create risk and limit strategic insight — but the solution isn’t just technology or policy alone.

This session features the University of North Carolina at Chapel Hill’s real-world journey from a decentralized contingent workforce environment to a formalized, scalable enterprise program.

Hear directly from Ted Bohlin, Contingent Workforce Program Manager at UNC–Chapel Hill, as he shares the challenges, decisions, and outcomes that shaped one of the nation’s leading higher education contingent workforce programs.

Recorded February 26, 2026

~1 Hour

Ted Bohlin

Contingent Workforce Program Manager

University of North Carolina

Lori Montalvo

Solution Consultant

Workday VNDLY

Bridget Landphair

Solutions Architect

nextSource

Moderator

Adam Klaucke

Chief Growth Officer

nextSource

WHAT YOU'LL LEARN FROM UNC

Why UNC Needed a Formal Contingent Workforce Program

The moment disjointed hiring became too risky to ignore

The role MSPs and VMS play in modern higher-education workforce management

The realities institutions face: compliance risk, fragmented data, and limited governance

How UNC Gained Buy-In Across the Institution

Lessons from UNC’s path to leadership approval

How executive sponsorship and cross-functional alignment were built

Framing workforce governance as both risk management and operational enablement

Uniting HR, Procurement, Finance, Legal, and IT through shared goals and data-driven insights

Results and Outcomes

The impact on cost savings and operational efficiency

Stronger adoption through stakeholder engagement

Reduced risk through improved compliance and governance

Full visibility into contingent workforce spend and data

Time saved across HR, hiring managers, and procurement teams

This discussion focuses on real decisions, real tradeoffs, and real outcomes, not theory.

Strategic Necessity

As institutions expand remote hiring, engage specialized talent, and respond to evolving compliance requirements, the ability to manage contingent labor at scale has become a strategic necessity.

Proven Model

UNC–Chapel Hill's experience demonstrates that it is possible to introduce structure and governance without sacrificing flexibility or speed, providing a model other institutions can adapt.

Scale With Confidence

Institutions that act now will be better positioned to adapt to workforce demands and compliance requirements as contingent labor management becomes essential.