Job Information
MiniMed Strategic Sourcing Specialist - Contingent Labor in Juncos, Puerto Rico
At MiniMed, you can begin a lifelong career of exploration and innovation, while helping make a difference in the lives of people living with diabetes around the globe. You'll lead with purpose, breaking down barriers to innovation for a more connected, compassionate world.
About the Role
Minimed is seeking a Strategic Sourcing Specialist – Contingent Labor to support a global contingent workforce program with a strong focus on Manufacturing operations in Juncos, PR and other countries in LATAM.
This role serves as a central governance and operational control point for contingent labor and independent contractors managing supplier relationships directly and executing manual processes to ensure compliance and cost control.
Key Responsibilities:
Contingent Labor Program Governance
Own and manage the end‑to‑end procurement lifecycle for contingent labor and independent contractor engagements, serving as the primary point of contact for the region.
Enforce procurement policies, approval workflows, tenure rules, worker classification standards, and engagement models.
Act as the centralized point of accountability for contingent labor compliance, documentation, and process adherence.
Supplier Engagement & Rate Management (Direct Model)
Act as the primary point of contact for approved staffing suppliers , managing relationships and performance.
Enforce supplier compliance with contractual terms, including:
Market‑competitive and internally approved rate structures
Onboarding timelines
Engagement scope and tenure limits
Compliance and regulatory requirements
Lead rate negotiations aligned to internal job leveling guides, market benchmarks, and competitively sourced pricing.
Manage pre‑identified (Pre‑ID) candidate submissions and validate pricing and engagement alignment.
Requisition Review & Hiring Manager Support
Review, qualify, and approve contingent labor requisitions prior to supplier release.
Provide consultative guidance to hiring managers regarding:
Appropriate use of contingent labor
Engagement model selection (staff augmentation vs. SOW vs. IC)
Budget, tenure, and conversion considerations
Support and train hiring managers throughout the Procure‑to‑Pay lifecycle and onboarding steps for contingent workers.
Lead requisition kick‑off meetings and Q&A sessions between hiring managers and suppliers to ensure role clarity and compliance.
Assist with interview scheduling as needed.
End‑to‑End Worker Lifecycle Management
Coordinate and oversee:
Onboarding and documentation validation
Assignment changes (extensions, transfers, backfills)
Performance or conduct escalations
Offboarding and terminations
Serve as liaison between hiring managers and suppliers on performance management, employee relations concerns, furloughs, and assignment issues.
Maintain manual or internally managed tracking tools for worker tenure, assignment status, and end dates given the absence of a VMS.
Independent Contractor
· Manage independent contractor engagements in alignment with legal, tax, and classification requirements.
Educate hiring managers on 1099 vs. W‑2 regulations, co‑employment risks, and engagement limitations.
Perform initial vetting and consultation for independent contractor requests.
Renegotiate 1099 rates when individuals do not qualify under IC criteria.
Compliance, Audit & Risk Management
Ensure compliance with:
Worker classification and co‑employment standards
Tenure policies, including 60‑day break requirements for prior workers or returning employees
Internal sourcing and contingent labor SOPs
Support internal and external audits by maintaining accurate, complete, and retrievable records.
Reporting, Data & Financial Controls
Maintain accurate contingent labor data through internal tools, trackers, or procurement systems.
Deliver standard and ad‑hoc reporting related to:
Spend and utilization
Supplier performance
Tenure and compliance metrics
Support cost‑containment initiatives through transparent tracking and rate governance.
Supplier Performance & Continuous Improvement
Develop proactive relationships with suppliers and internal stakeholders.
Monitor supplier performance using scorecards and qualitative feedback.
Conduct regular supplier business reviews to drive performance improvement.
Contract & Program Leadership
Own the Contract Management Lifecycle for contingent labor and independent contractor
Ensure contracts align with sourcing strategies, regulatory expectations, and internal governance.
Partner with Talent Acquisition on conversions, timelines, and engagement transitions.
Presents findings, recommendations, and risk assessments to leadership as required.
Leadership and Talent Management: May provide guidance and assistance to entry level professionals and / or employee in Support Career Stream.
Required Knowledge and Experience:
Bachelor’s degree with 4+ years of relevant experience, OR
Master’s degree with 2+ years of relevant experience.
Nice to Have:
Bilingual in English and Spanish with strong written and verbal communication skills in both languages.
Contingent staffing or workforce management experience in a non‑MSP / non‑VMS environment.
Prior experience with VMS platforms (e.g., SAP Fieldglass, Beeline, VNDLY) for transferable knowledge
Experience in medical device, pharmaceutical, or life sciences industries.
Proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint, MS Teams).
Ability to work independently, manage ambiguity, and operate in a fast‑paced, regulated environment.
Strong communication, stakeholder engagement, and program management skills.
Physical Job Requirements
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.
The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.
Benefits & Compensation
MiniMed offers a competitive salary and flexible benefits package
At MiniMed, we put people first. A commitment to our employees lives at the core of our values: We recognize their contributions. They share in the success they help create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every stage of your career and life.
The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others)
MiniMed Benefits (http://myminimedbenefits.com) Overview
About MiniMed
MiniMed is a full-stack insulin delivery company dedicated to supporting people living with diabetes through every step of their journey — when and how they need it. For more than 40 years, we’ve been committed to redefining what’s possible: intelligent dosing systems designed for real life, predictive insights that stay a step ahead, and always on support when it’s needed most. At the heart of everything we do is a simple Mission: to make every day a better day for people with diabetes.
Learn more about our business, and our mission here (https://www.minimed.com/en-us/about-us/) .
It is the policy of MiniMed to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, familial status, membership or activity in a local human rights commission, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state, or local law. In addition, MiniMed will provide reasonable accommodations for qualified individuals with disabilities.
If you are applying to perform work for MiniMed in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here (http://www.minimed.com/en-us/la-county-legal-notice) a list of all material job duties of the specific job position which MiniMed reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. MiniMed will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.