Interim Contingent Worker Onboarding & Compliance Lead

Role

Who you are

• Proven experience managing contractor or contingent workforce onboarding and offboarding within a complex organisation
• Strong understanding of vetting, screening, access control and compliance requirements, including experience working with external screening providers
• Ability to assess risk pragmatically and translate requirements into workable processes and controls, including appropriate exception handling
• Strong stakeholder management and influencing skills, with the confidence to challenge non-compliance constructively and work effectively across different functions
• Strong organisational skills and attention to detail, with the ability to take ownership and operate autonomously
• Ability to develop clear processes, governance, documentation and guidance that can be embedded and sustained beyond the initial implementation

Desirable

• Experience within a media or technology environment
• Familiarity with identity and access management concepts
• Experience working with HRIS systems, service desks or workforce tracking tools
• Experience using Workday and Okta

What the job involves

• The FT is looking for a Contingent Worker Onboarding & Compliance Lead to research, design and implement a centralised and consistent approach to onboarding and offboarding contingent workers globally, including contractors, freelancers and other non-permanent resources
• Working across FT People and in close partnership with Technology, Cyber Security, Finance and other teams, you will strengthen our Joiner–Mover–Leaver (JML) processes and ensure appropriate vetting, access controls and compliance are embedded throughout the contingent worker lifecycle
• This is a hands‑on, delivery‑focused role that will balance robust controls with legitimate business needs
• You will identify and address gaps in existing processes, establish clearer accountability and visibility, and design a sustainable governance model for the long‑term management of the FT's contingent workforce
• A key measure of success will be leaving behind processes, guidance and ownership that can operate effectively beyond the 9‑month FTC
• Design, implement and embed a standardised onboarding and offboarding framework for contingent workers across the FT, covering contractors, freelancers and other flexible resource arrangements
• Establish consistent JML controls aligned with People, Technology, Finance and Cyber Security requirements, ensuring they are practical, proportionate, auditable and consistently applied
• Define minimum vetting requirements and ensure screening and onboarding controls align with the level of system and network access required
• Develop clear processes for managing legitimate exceptions, ensuring associated risks are understood, mitigated and appropriately approved
• Identify and map the different routes through which contingent workers gain access to FT systems and networks, assess associated risks and recommend solutions to address control gaps
• Partner with Technology, Cyber Security and People teams to simplify and standardise access pathways
• Create and maintain a central, accurate record of contingent worker engagements, with clear ownership for data integrity and visibility of vetting, access and compliance status
• Establish a clear accountability and governance model for the ongoing management of the contingent workforce, including ownership, oversight and periodic review
• Work closely with stakeholders across Editorial, Technology PMO, Identity & Access Management, IT Service Desk, PeopleTech, People Services, Finance and Cyber Security to embed the new approach
• Partner with Legal and Procurement to review and strengthen relevant supplier contracts and work with the FT's main suppliers to support adherence to agreed vetting and compliance standards
• Produce clear documentation, guidance and handover materials to support sustainable BAU ownership
• Design and deliver guidance and training for hiring managers and key stakeholders, helping ensure new processes, roles and responsibilities are understood and consistently adopted

Work Arrangement: 2+ days a week in office, London

Contract Type: Fixed Term Contract (9 months)

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