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a fully in-house payroll operation over the coming decade? That question does not diminish the importance of payroll professionals. It suggests that their roles must evolve into higher- value, more strategic and technology-savvy positions. Complexity Is Escalating Payroll has never been straightforward. Today, it is increasingly intricate. Large global elections in 2024 triggered waves of new legislation and compliance demands. New governments bring new rules. These introduce fresh payroll nuances and risk. The fallout includes: a spike in regulatory risk increased administrative burdens strain on already lean teams In that environment, mistakes can carry heavy consequences, whether financial, reputational
As payroll operations consolidate under robust platforms, they generate clean, structured data over time.
or legal. In many cases, corporate leadership is asking whether internal teams can keep pace. Rethinking Outsourcing: Managed Payroll Models The traditional idea of payroll outsourcing, where you farm out “messy tasks” to save costs, is outdated. Modern managed payroll is not simply delegation; it is partnership. Today’s managed providers blend domain expertise, global perspective and technology. They deliver a turnkey model where people, processes, tools and governance are already
aligned. Organisations do not need to build and maintain every component themselves. Even shared services or captive centres often lack global reach, cross-border experience or the latest technology. Many internal teams are still behind in HR transformation and cannot bridge that gap alone. Good, managed models plug the holes, and many recover their cost through Analytics Amplifies Strategic Value One of the biggest advantages of managed payroll lies in data and predictive analytics. efficiency gains and smarter risk control.
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GLOBAL PAYROLL MAGAZINE ISSUE 17
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