At a Glance
- Tasks: Lead the onboarding and compliance for contingent workers globally, ensuring robust processes.
- Company: Join a dynamic media organisation focused on innovation and compliance.
- Benefits: Gain valuable experience in a hands-on role with potential for career growth.
- Other info: Work in a collaborative environment with opportunities to influence key processes.
- Why this job: Make a real impact by shaping the future of workforce management.
- Qualifications: Experience in contractor onboarding and strong stakeholder management skills required.
The predicted salary is between 63000 - 77000 £ per year.
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).
Interim Contingent Worker Onboarding & Compliance Lead in London employer: Gofractional
Gofractional is an exceptional employer that prioritises a positive candidate experience and fosters a collaborative work culture in the heart of London. With a strong focus on employee growth, you will have the opportunity to enhance your skills while working with cutting-edge recruitment technologies. Join us to be part of a team that values kindness, innovation, and the continuous improvement of hiring practices.
StudySmarter Expert Advice🤫
We think this is how you could land Interim Contingent Worker Onboarding & Compliance Lead in London
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Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at Gofractional!
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We think you need these skills to ace Interim Contingent Worker Onboarding & Compliance Lead in London
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at Gofractional. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to Gofractional and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at Gofractional. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to Gofractional's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at Gofractional
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Gofractional.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at Gofractional will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact Gofractional and how you would contribute to adapting HR strategies.
