THOUGHT LEADERSHIP | 43
l a risk-based control framework supporting accuracy every month l business accountability for the quality and timeliness of inputs. These changes didn’t ‘slow the business down’ but instead protected it from risk. While our work is far from complete, managers are beginning to understand that payroll isn’t a finishing line or a magic button; it’s part of a wider cycle of data, decisions and shared accountability. For the first time, we’re now better able to evidence that payroll accuracy isn’t just a payroll issue, it’s a business issue. And with that recognition came support and partnership. Embracing automation One of the common challenges for any pay professional is unnecessary manual work. Previously, the team spent a considerable amount of time rekeying information, cross- referencing spreadsheets and managing data which should have been flowing automatically. This began to change as part of a major organisational digital transformation. HR implemented a new human resources information system (HRIS), and we seized the opportunity to integrate employee changes, hours, overtime and bonus inputs directly into payroll. This significantly reduced reliance on emails, forms and manual duplication. Intelligent configuration and automation now do the heavy lifting, so: l contractual changes feed directly into payroll l hours and shifts are captured accurately at source l validations flag anomalies before they become errors
l reporting provides real-time visibility rather than retrospective analysis. The result? Fewer errors and a team freed from administration, to focus on improvement rather than correction. Benefits integration One of the achievements I’m proudest of is our integration of employee benefits directly into payroll. Historically, introducing new benefits often brought additional administrative steps, manual uploads and added pressure. When selecting our benefits platform, seamless payroll integration was a non- negotiable requirement. Because of this, we’ve been able to expand employee choice without increasing workload for the payroll team. It means: l employees enjoy more flexible and engaging benefits l payroll is no longer burdened by manual adjustments l the organisation can enhance its offering to support attraction and retention. What we now have is a benefits ecosystem that's digital-first, modern, frictionless and scalable. Empowering the pay team The team is at the centre of everything. You can buy the best system in the world, but without empowered people, meaningful change simply doesn’t happen. We placed a strong focus on: l professional development and confidence- building l involving the team in system design, not just testing l creating space for them to challenge and question
l building a culture where accuracy is celebrated, not taken for granted l shifting the team from ‘processing’ to ‘problem-solving’. The impact has been significant. The team is now more proactive, more confident and more engaged. They understand 'the why', not just 'the how'. And because the environment is more controlled and predictable, they can focus on excellence rather than firefighting issues arising upstream in the process. From 'Wild West' to an empowered and respected team Today, payroll is less of a reactive cycle and more of a structured, predictable one. It’s a well structured, data-driven, connected function which plays a critical role in how we support our workforce and manage our business. We’ve moved from: 1. Manual to automated. 2. Invisible to strategic. 3. Reactive to proactive. 4. Overloaded to empowered. And most importantly, from a complex and evolving landscape to a trusted, respected and integral partner to the organisation. This transformation hasn’t just improved accuracy. It’s improved confidence across the business, within HR and within the payroll team itself. Payroll now has a stronger voice, a platform and a recognised value. And as AI reshapes HR at unprecedented speed, the work we’ve done doesn’t just prepare us for the future, it positions us to lead it. This journey keeps the pay function relevant, credible and ahead of the curve. And we’re only just getting started.
Tina Biffen
Head of Pay and Reward, Micheldever Tyre Services
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