Managed payroll consulting and payroll oversight services
We help HR and Finance teams set up outsourced payroll in a controlled way, with the right vendor selection, SLAs, runbook, approvals and monitoring, without us doing the payroll processing.
- Independent guidance on payroll outsourcing and vendor fit
- RFP, scope and commercials aligned to your HR and payroll model
- SLA and KPI framework for payroll timeliness and accuracy
- Runbook for monthly inputs, approvals and cutoffs
- Ongoing vendor management, issue logging and QBRs
- Controls, audit evidence and segregation of duties
Set up payroll right
Tell us your current payroll setup and target model and we will review.
Managed payroll consulting that keeps you in control
Managed payroll consulting is about getting the benefits of outsourced or bureau payroll without losing visibility, approvals or audit. Payroll oversight makes sure the provider receives clean inputs on time, processes payroll in line with UK requirements, reports variances, and meets agreed SLAs. This matters because a payroll error affects every employee and is always blamed on HR. With vendor management, SLA monitoring and strong controls, HR and Finance can prove payroll is managed, not left to chance.
Payroll Outsourcing Readiness and Selection
Before you move payroll to an external provider, we check process readiness. We review how HR captures starters, leavers, changes, time and absence. We assess complexity such as multiple legal entities, differing pay cycles, salary sacrifice, pensions and UK statutory reporting. Then we help you define scope and requirements for managed payroll consulting so you go to the market with a clear brief.
We also support RFPs, vendor demonstrations and evaluation. We create scoring that balances price, capability, integrations and service maturity. This gives HR and Finance a defensible choice and avoids picking a provider that looks good in sales meetings but cannot handle your monthly reality.
Transition, Runbook and Handover Design
Most payroll issues happen in the first few runs. We design a transition plan that includes data cleansing, parallel runs if needed, and a runbook that states what HR does, what the provider does, and what Finance checks. The runbook includes cutoffs, file formats, approval roles, exception handling and post payroll reporting. This is central to payroll oversight because it removes ambiguity.
We also prepare knowledge transfer materials so BAU HR teams know how to feed the service. If you are using multiple HR or time systems, we document how data flows to the payroll provider and who monitors failures. This reduces noise and escalation.
SLA Monitoring, KPIs and Issue Management
Once live, you must know if the provider is actually performing. We set up SLA monitoring and KPIs such as on time payroll, percentage of clean runs, ticket response times, change request turnaround, and accuracy rates. We define how issues are logged, how they are categorised (inputs, provider defects, late approvals), and how they are closed. This makes managed payroll consulting measurable.
We also design monthly or pay period performance reports for HR and Finance. These reports make it easy to spot providers who are slipping or processes that are regularly late. With evidence you can fix root causes, not keep firefighting.
Payroll Controls, Approvals and Audit Support
Outsourcing does not remove your responsibility. We put in place payroll controls that are practical for UK organisations. That includes maker checker on uploads, sign off on payroll run, variance review vs prior period, and evidence packs for auditors. We define who can approve changes to employee banking, tax codes or one off payments.
We also create audit trails so you can show what data was sent to the provider, what was processed, and what was paid. This is helpful for internal audit, external audit and for responding to employee pay queries.
Ongoing Vendor Governance and QBRs
Great payroll relationships are built on governance. We run or help you run vendor meetings and QBRs that are focused on performance, upcoming changes, new entities, legislation and technology updates. We bring SLA data and issue logs so conversations are fact based. We also help with contract refresh and renewals if the service evolves.
This governance model is platform neutral and works if you add another country, another line of business or another HR or time system. The provider knows who to talk to, when, and what data to bring.
Keep payroll accountable
Share your current provider and pain points and we will send a payroll oversight framework you can roll out.
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Discovery and payroll model definition
We review your current payroll landscape, people processes, HR systems and pain points. Then we define what managed payroll consulting must cover and where oversight is needed. We identify vendors, integration points, SLAs, controls and key reporting that will make the outsourced model sustainable.
What We Offer: - Current payroll and HR process assessment
- Target outsourced or managed payroll model
- SLA and KPI definitions for the provider
- Runbook outline with roles and responsibilities
- Vendor and stakeholder communication plan
Schedule discovery call
Transition, monitoring and governance setup
After the model is agreed, we support transition to the chosen provider, build the actual runbook, and set up SLA monitoring and dashboards. We train HR or shared service teams on how to send inputs, review variances, log issues and escalate in time for payroll deadlines. We then help you run the first QBRs so the provider knows performance is monitored.
What We Offer: - Transition and parallel run support where needed
- Payroll runbook with cutoffs and approvals
- SLA monitoring dashboards and reports
- Issue and escalation management process
- QBR and renewal preparation support
Talk to payroll advisor
Our Process
Map needs
Understand payroll volumes, entities, systems, controls and current provider challenges.
Design oversight
Define SLAs, runbooks, KPIs and responsibilities suitable for UK payroll.
Implement model
Support transition, build monitoring, train HR and Finance on daily operations.
Govern service
Run reviews, track SLAs, fix issues fast and optimise renewals.
Why choose Us?
Process clarity
Clear handoffs between HR, Finance and the provider.
Platform neutral
Works across different HR, time and payroll technology stacks.
Finance friendly
Controls and reports audit and Finance will sign off.
Improvement ready
Data driven view to improve or renegotiate service.
Frequently asked questions
About Our Managed Payroll Consulting Services
What is managed payroll consulting?
Managed payroll consulting is an advisory service that helps you choose, set up and control an external payroll provider. It defines scope, SLAs, runbooks and reports so payroll is delivered correctly every month without you processing it yourself.
How is payroll oversight different from payroll outsourcing?
Payroll outsourcing is the provider doing the calculations and payslips. Payroll oversight is you retaining control over inputs, approvals, service quality, KPIs and vendor management. Both are needed for a safe payroll model.
Can you help us move from one payroll provider to another?
Yes. We can design the transition, parallel runs if required, and the new oversight model. We make sure SLAs, file formats and cutoffs are agreed before the switch.
Do you monitor SLAs and KPIs for us?
Yes. We can set up SLA monitoring and monthly reporting, or we can train your team to run it. Either way, you will know if the provider is meeting targets.
Can you support payroll controls and audit?
Yes. We define maker checker, variance review, approval flows and evidence packs that auditors can test. Payroll oversight becomes provable, not just verbal.
Do you negotiate with payroll vendors?
We can support vendor management and renewals using SLA and performance data. That way you can renegotiate price, scope or service levels from a strong position.
What if our HR team is small?
Our model is designed for small HR and Finance teams. We standardise templates, calendars and issue logs so running oversight takes minimal time.
Can this be combined with HRIS vendor management?
Yes. Payroll oversight can sit inside a wider vendor governance framework that also covers HR, time, benefits and integrations.
How often should we run payroll QBRs?
For most UK organisations quarterly is right, with a short monthly review during the first months of a new provider.
Got more questions?
Feel free to reach out to us for more details & also get a free consulting session with our experts.
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