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ISSUE 7
This journey involves a lot of departments, change management, and behavioral changes from everyone who has data to deliver. There will be automated controls in-house and on the vendor side, and AI is going to be key for learning about payroll policies, documents, email checks. We are just starting our AI journey, and I think we are limited by our own ignorance. There is so much more to know about this tool. Looking at the future of payroll, the skillset will change. We will need more analytics, and probably more technical people for the technological aspects, and people to take on compliance control roles. Those will be our two strong pillars. I’m 60% excited, 40% nervous about how AI will be influencing the world of payroll.
something new because they can be product managers, or product owners for aspects of the payroll and other functions. GPA: For succession planning, who can take over, and how is that being arranged? Annemarie: For those taking over a role like mine, one will need to be educated on the strategic and collaboration sides of my job. The pressure is for me to get people ready to take over what I do. In terms of development, I’m doing a “VP for the day” challenge, allowing non-direct reports to shadow me for the day. I think that would be a cool opportunity for them to see the bigger world of payroll. I am excited about this new initiative because a lot of people are showing interest in that. GPA: Any guidance for those just getting into the payroll industry? Annemarie: People with certain skill sets naturally want to start in a management position, but you can’t start at the top level in payroll. I started at the lowest level and put in the work. I went through everything, and, most importantly, I got to understand what people go through in the payroll and it helped me become a better leader. You need to develop some kind of knowledge over time. Don’t be disappointed if you start at the bottom as it can make all the difference.
GPA: What are some of the biggest concerns about staffing for payroll?
Annemarie: Every company is fishing in the same payroll people pond. Getting the right person involves having job specifications that are unique and different, an understanding of compensation needs, and what you can offer for a long-term career path. Critical to retention is having different roles that are available that people can learn about, and showing them there is the possibility of moving over to those roles. We are set up so people don’t have to leave if they want to do
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