FEATURE TOPIC
profession is evolving and there’s a place for every kind of talent. EG: To raise the profile of the pay profession and attract diverse talent, we need to spotlight the wide range of skills it demands – from analytical thinking and legal expertise to digital fluency and stakeholder management. Payroll is no longer just about processing; it’s about navigating complex legislation, driving system innovation and ensuring people are paid correctly, globally. By showcasing real career stories, promoting the strategic impact of payroll and engaging with education and professional networks, we can reframe payroll as a rewarding career path with real influence on business success and employee experience. RW: Building a strong pipeline of future talent requires more than just open job postings – it’s about creating an ecosystem of opportunity and inspiration. Clear career pathways, mentorship programmes, partnerships with schools and universities and a strong presence on social media all play a vital role in showcasing what this industry has to offer. One of the most powerful tools we have is storytelling. Imagine a ‘day in the life’ video series, behind-the-scenes TikTok clips, clever payroll memes and even trending challenges, all designed to bring the human side of the profession to life. By meeting the younger generation where they are, we can capture their interest and show them that payroll is rewarding, dynamic and relevant. Finally, easier access to education. Whether through scholarships, apprenticeships or flexible training options, this will ensure that talent discovers the payroll path and has the means to pursue it. Taken together, these efforts can help us build a thriving, future-ready workforce. Q: What was different about pay careers ten years ago? How will they change in the future? AG: Ten years ago, payroll was still very process heavy. Manual calculations, repetitive tasks and less visibility in the boardroom. Now, it’s shifted. Technology and AI can handle the repetitive stuff, which frees pay professionals up to step into more strategic roles, advising on workforce costs, compliance and employee wellbeing. The future of payroll is about insight and impact. The role will evolve from processor to strategic navigator. Pay professionals will increasingly sit at the table influencing
decisions, because pay is at the centre of everything.
of payroll but not its purpose. Automation will streamline calculations, spot anomalies and speed up processes. But you’ll always need humans at the heart of it, professionals who understand compliance, make judgment calls and navigate the emotional side of pay. AI will open new pathways up too, so routes to becoming payroll data analysts, technology specialists and strategic advisors. I see the profession diversifying and levelling up. Payroll won’t shrink; it will expand. And those who embrace AI will find themselves more valuable than ever. EG: I believe AI will completely redefine pathways in pay, opening opportunities which go beyond the traditional view of the function. As automation handles the repetitive and transactional elements, pay professionals will be free to step into more strategic, value-adding roles – shaping workforce insights, driving innovation and influencing the employee experience on a deeper level. AI will also accelerate the integration of payroll with other areas such as HR, finance and workforce planning, creating new hybrid roles which demand both technical and people-centric skills. Rather than reducing the need for payroll expertise, AI will elevate the profession, positioning it as a hub of intelligence and innovation where data, technology and human insight come together to
EG: Ten years ago, processes were largely manual and reactive. Teams relied heavily on spreadsheets and paper-based processes, with limited automation meaning errors were more likely. Compliance was focussed on national legislation, and global payroll was rare and often outsourced. Payroll professionals weren’t expected to be tech- savvy and roles were far more transactional, with limited strategic involvement or influence on broader business decisions. Today, payroll is undergoing a transformation. Technology is at the forefront, with AI, robotic process automation and cloud platforms streamlining operations and creating new roles which demand far greater tech skills. Payroll is now global, agile and deeply integrated into the employee experience. Professionals are expected to contribute to strategic areas like reward planning, cost modelling and data-driven decision- making. With growing emphasis on data security and analytics, careers in pay are expanding, offering diverse paths and greater influence in shaping business resilience and employee trust. RW: Ten years ago, many of the systems we use today were already in place, so in some ways, payroll roles haven’t changed as drastically as people think. Of course, like any career, payroll evolves over time, particularly in terms of tools, technology and processes. System integrations have brought the biggest changes. Today, payroll systems can seamlessly connect with HR platforms, finance systems and Government services. This has transformed payroll from a largely standalone function into a more efficient and data-driven process. Integrations reduce manual work, minimise errors and allow pay professionals to focus more on strategy, compliance and employee experience rather than just processing data. Looking ahead, I see roles continuing to evolve alongside technology. While automation and AI may handle repetitive tasks, the core of payroll, ensuring accuracy, compliance and employee trust, will remain highly dependent on skilled professionals. Payroll will become less about transactional work and more about providing insights, improving processes and supporting organisational decision-making. Q: How do you see payroll changing with the advent of AI? AG: AI is going to transform the mechanics
support business transformation. RW: I believe pathways in pay will
evolve with AI, but at a slower and more measured pace than many predict. While AI tools can streamline administrative tasks, organisations are beginning to realise payroll isn’t just about processing numbers. It’s also about people. I’ve already seen some employers return their focus to the human side of payroll: building trust, maintaining compliance through careful judgment and fostering strong employee relationships. AI, like ChatGPT, is excellent for support functions such as drafting or refining communication, but it cannot replace the critical thinking, ethical decision-making or interpersonal skills pay professionals bring. In the future, AI may take on a larger role, particularly in automating repetitive tasks and surfacing insights from complex data. However, the heart of payroll still relies on human connection. AI can augment our work, but it won’t replace the meaningful relationships or team culture which are essential in this field. n
| Professional in Payroll, Pensions and Reward | November 2025 | Issue 115 42
Made with FlippingBook - Online magazine maker