FEATURE TOPIC
The social media presence, particularly on LinkedIn, has been phenomenal, inspiring more professionals to celebrate and share their work. Within our business, we embraced the week with a payroll quiz, charity fundraising and regional team days, creating a real sense of pride and community. It’s vital we give ourselves permission to celebrate the profession, and NPW does exactly that. The CIPP deserves huge credit for driving this initiative, which not only empowers current professionals but also sparks interest among future payroll talent. Have artificial intelligence (AI) or robotics moved more quickly / slowly than expected, and have there been any surprises in this space? GB: The pace of progress in AI and robotics has generally exceeded expectations, especially in the last few years. Generative AI has exploded far faster than anticipated, becoming an amazing tool for writing, coding, design and more. Meanwhile, AI-powered robotics is quietly revolutionising industries, by automating complex tasks with increasing dexterity and intelligence. When working with AI, pay professionals will find that some processes are made a lot easier (after initial set-ups), and this subsequently reduces the need for so much manual intervention. DC: AI and robotics have probably moved faster than a lot of us expected, though back when AI was first emerging, there was a fair bit of ‘fake news’ floating around about what it could actually do. That’s why it’s so important to listen to the right people and separate the hype from reality. Payroll robots might automate calculations, but they’ll never master the art of nodding sympathetically when someone complains about deductions. For payroll and commercial teams, the real win is learning new skills and using AI and robotics smartly. Sure, robotics can take care of the boring, repetitive stuff, but it can’t replace human judgment, insight or actually connecting with people. Payroll will always need that human touch, personal situations mean people still want a real person to talk to. SJ: There’s still a lot of confusion between automation and AI. Automation has been part of payroll for years, but AI is only just
starting to make its mark. Interestingly, the hype around AI has encouraged more businesses to embrace existing automation tools, which is a positive step. True AI adoption in payroll remains limited, but its potential is undeniable. For outsourced providers like us, the challenge is balancing innovation with client expectations; some see AI as added value, others fear it reduces the personal touch. That’s why we’re building an AI roadmap
That’s the kind of transformation this profession truly deserves SJ: If I had a magic wand, I’d wish for greater visibility across the payroll landscape. Whether it’s upcoming legislation, software provider roadmaps or internal organisational changes, having clarity on what’s ahead is critical. Payroll teams are expected to deliver with speed and accuracy, often at short notice. Better visibility would allow us to plan, prepare and execute with confidence. As leaders, we have a responsibility to create that transparency for our teams wherever possible. What’s your resolution for 2026, that you’ll be taking through to your work in the pay profession in the new year? GB: This question is reflective, forward- looking and a little philosophical. If I were to set a resolution for 2026 which carries through to my work in the pay profession, it would be to make the technical feel human when helping individuals to navigate payroll complexities or understand tax codes. This means I’ll communicate with clarity and limited jargon, breaking the most complex pay-related topics into easily digestible chunks. I’ll also continue to show compassion, as behind every payslip is a person with hopes and responsibilities. I’ll keep that front and centre. And finally, I aim to stay sharp on the latest regulations, trends and tools so I can be a reliable resource all year round. DC: My resolution for 2026 is to focus on connection, listening, learning and bringing people together. The pay profession thrives when we share ideas and support each other. Oh, and maybe to finally master my inbox… but I’ll start with the first bit! SJ: My personal resolution is to prioritise health and balance, I’ve signed up for a 10k and a half marathon in 2026, despite being a novice runner! How does that link to payroll? Two ways: first, you can’t pour from an empty cup, so wellbeing matters. Second, take on challenges that scare you. Even if you don’t know how to achieve them now, start small and keep going. Over time, you’ll be amazed at what you can accomplish, whether that’s running 13 miles or delivering a major payroll transformation project. n
which enhances efficiency without compromising client relationships.
If you had a magic wand, what one thing would you wish for and / or change for pay professionals in 2026? GB: I’d grant them universal access to intelligent, real-time compensation analytics and benchmarking tools, powered by transparent data and AI. Imagine every pay professional, from HR leaders to payroll managers, having instant access to: l live market data on salaries, benefits and incentives across industries and geographies l predictive modelling for pay equity and retention risk l fairer pay decisions l more consistent advice from HM Revenue and Customs, and quicker response times when calling them l induction training to all company new starters and current employees to reduce calls and emails regarding income tax questions, for example. DC: After using my magic wand to add an extension to my house, teleport it to the Lake District and magically give myself a full head of flowing locks, of course, I’d turn my attention to the pay community. Imagine a world where payroll teams actually have the time and technology to focus on strategy, innovation and employee wellbeing, instead of constantly firefighting or chasing down data. “National Payroll Week continues to grow in visibility and influence, and 2025 was no exception”
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| Professional in Payroll, Pensions and Reward |
Issue 116 | December 2025 - January 2026
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