REWARD
Balancing payroll with flexibility and talent retention
generations excited about it. Payroll isn’t just about numbers; it’s about people. It’s about financial wellbeing, and ensuring employees are paid fairly and on time, and are supported to make the most out of that pay. It’s a role with immense responsibility, and we need to market it that way. To make payroll an attractive career path, companies should invest in structured career progression plans. Young professionals nowadays are drawn to industries where they can see a clear future, with opportunities to upskill, earn new qualifications and advance into leadership roles. Offering mentorship programmes and partnerships with educational institutions, such as CIPP qualifications and apprenticeships, can also help spark genuine interest in payroll careers from an early stage. Another key attraction point is technology. Younger workers expect modern, streamlined systems which make jobs easier and more engaging. Companies investing in cutting-edge payroll software, automation tools and AI-driven analytics will not only improve efficiency but will also make the profession more appealing to digital-native employees who thrive in technology-driven environments. Building a culture that attracts and retains talent Beyond salary and benefits, people are increasingly seeking workplaces that offer a sense of community, purpose and shared values. Payroll professionals, like all employees, want to feel like they’re part of something meaningful. Creating a culture that’s inclusive,
supportive and inspiring is key to attracting and retaining top talent. Businesses can foster a strong workplace culture by prioritising open communication, encouraging collaboration and celebrating achievements. Simple initiatives, such as regular team check-ins, peer recognition schemes and social events, can create a sense of belonging. “To make payroll an attractive career path, companies should invest in structured career progression plans” Employers should also actively seek employee input on workplace policies, practices and benefits, ensuring that people feel heard and valued. This can be as simple as a weekly survey through to a full in-person team bonding day. So, what should payroll professionals be looking for in their next role? Consider a company which hosts regular in-person ‘team days’ – opportunities for remote or office-based staff to come together, share ideas and strengthen relationships. These gatherings help combat the isolation that can sometimes accompany remote work and reinforce a shared mission. Another consideration is to look beyond the salary. Find a business which offers a market-leading benefits
package, such as mental health support or wellness allowances, demonstrating a true commitment to employees’ holistic wellbeing. Lastly, look for companies that care about your financial wellbeing. This could be through Financial First Aid, competitive pension schemes or access to products and services to help build your financial resilience through savings or investments. A workplace which works for payroll Payroll professionals thrive in environments which value precision, efficiency and, crucially, support. Employers who invest in making payroll a fulfilling, flexible and well-resourced career path will not only retain their best people but also attract new talent. We know that younger generations value making an impact at work. The future of payroll is about more than just processing salaries; it’s about fostering a workplace where payroll professionals can thrive. And that starts with trust, flexibility and a deep understanding of what it truly means to work at your best. When businesses get this right, they don’t just fill jobs; they build a thriving, motivated and engaged payroll team that will drive success for years to come.
PROFESSI NAL in Payroll, Pensions and Reward
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June 2025 | Issue 111
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