YOUR CIPP | 31
Strategies for payroll team growth in a challenging market
Joanna Berry, Head of Payroll, BrightHR , considers creative ways to build the best payroll teams in an ever-changing employment environment
I n today’s volatile employment landscape, building a high-performing payroll team is no longer just a recruitment challenge: it’s a strategic imperative. As pay professionals, we’re navigating a perfect storm of increasing legislative complexity, rising demand for compliance assurance and a shrinking pool of experienced talent. The question is no longer 'How do we fill vacancies?' It's now, 'how do we build resilient, expert teams that thrive under pressure?' Redefining payroll expertise Payroll expertise isn’t just about knowing the difference between statutory sick pay and statutory maternity pay or mastering submissions under real time information. It’s about cultivating a mindset: one that blends precision, risk awareness and process fluency. In my experience leading payroll teams, the most impactful professionals aren’t always the ones with the longest CVs. They’re the ones who ask the right questions, anticipate downstream effects and communicate with clarity. When hiring, I look for curiosity, empathy and a strong sense of ownership. These traits often predict how someone will handle legislative updates, system quirks or a panicked call from the human resources (HR) team five minutes before payday. Hiring creatively in a tight market Traditional recruitment pipelines are drying up. To build a sustainable talent strategy, we need to think creatively. So: Upskill from adjacent roles Finance Assistants, HR Coordinators, HR Onboarding Consultants and Customer Service Representatives often have transferable skills, and a hunger to grow. But
you'll need to empower their leaders with the right support to set them up for success.
collaboration. Payroll doesn’t exist in a vacuum, and neither should its professionals. Leading with precision and care Leadership in payroll is a balancing act. We must be guardians of compliance and champions of innovation. When I lead process redesigns or script webinars, I aim to blend technical accuracy with warmth and clarity. This isn’t just good communication, it’s risk mitigation. A healthy payroll team is one where people feel safe to flag anomalies, suggest improvements and ask ‘why?’ without fear. That culture starts at the top. Conclusion: invest in payroll people Payroll is the heartbeat of businesses. It touches every employee, every payday, without fail. In a challenging market, our greatest asset isn’t software or automation. It’s people. Let’s invest in them with the same precision and care we bring to every payslip.
Partner with education providers Apprenticeships and local college schemes can be goldmines for emerging talent. Hire for values, train for skills A candidate who aligns with your team’s ethos can often outperform a technically stronger but culturally mismatched hire. At BrightHR, we’ve seen success by embedding payroll logic into our onboarding materials, subsequently turning complex legislation into digestible, engaging content. This accelerates learning and builds confidence from day one. Retention through empowerment Retention isn’t about office beanbags or birthday cakes. It’s about creating an environment where pay professionals feel seen, supported and trusted. Here’s what works:
Clear processes Scalable workflows and intuitive systems will reduce cognitive load and error rates.
Recognition Gearing any recognition and incentives towards championing of great compliance knowledge and good behaviours in customer service. Payroll is no longer about button pressing.
Continuous learning Encourage continuous professional development or ‘CPD’, peer mentoring and cross-functional
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