REWARD
Why wellbeing should be a key focus for your organisation
Maria Mason ChMCIPPdip, Partner, BDO UK LLP, shares the multitude of reasons all organisations should be prioritising the wellbeing of their employees
I n the dynamic world of pay and reward, a robust wellbeing and benefits infrastructure isn’t just a ‘nice-to- have’; it’s a vital part of an attractive people proposition. It elevates and uplifts professionals in the payroll field. From mental health to menopause, cost-of-living to cycle to work; wellbeing and benefits frameworks cover real issues and concerns which impact our people every day. They provide the essential support, resources and development opportunities payrollers need to forge lasting, successful careers. As well as enhancing job satisfaction, wellbeing initiatives contribute to exceptional service delivery. By prioritising wellbeing, we empower our payroll teams to excel, fostering an environment where precision and dedication can thrive. With access to tailored benefits and continuous professional growth, payroll professionals are equipped to navigate challenges and seize opportunities, ensuring their career trajectory remains on an upward path. In a sector where accuracy and reliability are paramount, a focus on wellbeing and benefits isn’t just beneficial – it’s transformative, driving both individual success and organisational excellence.
“By prioritising wellbeing, we empower our payroll teams to excel, fostering an environment where precision and dedication can thrive”
refinement are at the heart of any wellbeing strategy. As a profession, it’s important we acknowledge the link between empowering payroll professionals with opportunities for growth and development and the successful and impactful operation of the pay and reward function. Over the past five years, our BDO team has transformed remarkably. We’ve grown from 24 members generating £1.3 million in revenue, to a diverse and skilled team of 50 professionals generating £4.5 million annually. Most of this change has been home-grown. Each member of our management team started their career at BDO as a payroll associate, growing and developing with our business and playing a vital part in guiding it forward. When growing our team, we’ve focussed on recruiting early-in-career professionals, supporting and investing in them so they can develop their individual careers in payroll, through structured and diverse pathways which play to their strengths and enhance their skills. Today, over 94% of our team hold a payroll-specific CIPP qualification sponsored by BDO. Additionally, over 66% of our team achieved a promotion in the last review window. The result for the firm is a high- performing, loyal and dynamic team of payroll professionals. As a function, we can set ourselves up
for success by cultivating an environment payroll professionals want to be part of. Teams should consider how their existing growth and development framework enables individuals to build upon and improve their payroll knowledge, not just in the day-to-day running of payroll, but also in areas such as: l payroll technology l project management l data analysis and reporting. Additionally, while the opportunity to undertake payroll-specific training and qualifications is crucial, it’s equally important that we provide payroll professionals with the time and space needed to succeed, by ringfencing time for study and professional development.
Inclusion and diversity Cultivating an inclusive and diverse workplace is another key component of a wellbeing strategy. Both individuals and teams thrive when they feel like they can be their authentic selves, and it’s crucial that this is extended to the workplace. At BDO, we’ve implemented a Race Action Plan as a proactive commitment to
Development, recognition and reward Career development and continued skills
| Professional in Payroll, Pensions and Reward | May 2025 | Issue 110 38
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