Angela Alberty Named CEO of myBasePay as Company Targets the $1.4T Blind Spot in Contingent Labor
There’s a quiet storm brewing in HR: contingent labor. It’s massive, mismanaged, and, according to some estimates, costs companies more than $1.4 trillion globally—with much of that spend going untracked. Stepping into this challenge is Angela Alberty, newly appointed CEO of myBasePay, a leading provider of Employer of Record (EOR) and workforce management solutions.
Alberty isn’t just any executive parachuting into the top job—she co-founded myBasePay and has long been a driving force behind its growth. Known for her deep expertise in human capital transformation and her ground-up understanding of contingent workforce dynamics, Alberty is stepping in at a pivotal moment for the industry. And from the sound of it, she’s coming armed not just with strategy, but with software.
“Our mission is to continue as the market-leading EOR through technology enablement across global markets,” said Alberty. “We’re addressing fundamental challenges in how organizations track, manage, pay, and support their contingent workforce.”
Contingent Labor: Big, Risky, and Often Ignored
Alberty’s appointment comes as more companies wake up to the operational and compliance risks of managing contingent workers without a formal strategy. Much of this spend escapes procurement oversight altogether, opening companies to everything from classification errors to major financial leakage.
It’s a perfect storm—rising use of freelancers and contract workers, paired with outdated systems not designed for nontraditional labor. And it’s exactly what Alberty is planning to address with a retooled tech stack that reflects the real-world complexity of modern workforces.
What’s New at myBasePay?
Under Alberty’s leadership, myBasePay plans a significant technology expansion aimed at enterprises wrestling with global EOR and contingent workforce needs. Key features on the roadmap include:
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Enhanced Vendor of Record (VOR) services to streamline partnerships and reduce risk
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Global compensation benchmarking and data enrichment for accurate pay across geographies
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Multicurrency payment infrastructure to support a truly global workforce
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Transparent, standardized pricing that challenges outdated industry models
These updates don’t just modernize EOR—they’re meant to redefine it.
While traditional EOR services have focused on compliance and payroll logistics, Alberty’s strategy layers on advocacy, analytics, and a commitment to inclusion. It’s a rare mix in a space more often associated with spreadsheets than social impact.
A CEO With Field-Level Experience
What sets Alberty apart isn’t just her title or resume. It’s her firsthand understanding of the operational and human sides of contingent labor. As Andrew Sierra, Board Member of myBasePay and President of BMI Financial Group, put it:
“Angela represents the future of workforce leadership… Her authentic leadership style positions myBasePay to address the critical gaps in contingent workforce management.”
Her rise to CEO is also emblematic of broader industry changes. Leadership in HR tech—especially in the fast-evolving EOR market—is increasingly being driven by people with field-level insights, not just boardroom credentials. Alberty fits that mold exactly.
Implications for the HR Tech Market
Alberty’s appointment comes as the EOR space heats up. Competitors like Deel, Papaya Global, and Remote are rapidly scaling, flush with venture capital and international expansion plans. But while many of these firms focus primarily on global hiring logistics, myBasePay is zeroing in on enterprise-level problems: compliance risk, spend visibility, worker advocacy, and operational complexity.
This nuanced approach may give myBasePay a competitive edge with companies that have long relied on patchwork systems to manage contract and freelance workers. With a revamped tech stack and a CEO steeped in the industry’s pain points, the company is positioning itself as a heavyweight in a category still figuring itself out.
Alberty’s leadership could also signal a shift in how HR tech companies balance automation with empathy—a balance that becomes increasingly important as AI tools and remote teams take over the global labor market.
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