Global payroll consulting and payroll technology advisory UK
We help HR, Finance and Payroll teams consolidate multi country payroll into one controlled operating model with the right technology, provider mix, reporting and compliance guardrails.
- Current multi country payroll landscape and gap analysis
- Aggregator vs in country provider comparison and selection
- Target global payroll technology and integration design
- Group level dashboards for cost, timeliness and errors
- Compliance, audit trail and data privacy considerations
- Vendor and SLA governance across all countries
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Global payroll consulting that makes cross border payroll manageable
Global payroll consulting is the structured design of how a group pays people across several countries using a repeatable, controlled and technology enabled model. It matters because fast growing UK groups, PE backed firms and multi entity organisations often end up with many payroll providers, multiple currencies and no single view of cost or compliance. With the right global payroll technology, aggregator vs in country choice, dashboards and SLA governance, payroll becomes a predictable service instead of a monthly fire drill.
Discovery & Inventory
Aggregator vs In Country Provider Strategy
There is no one model for global payroll. Some countries are best served by an aggregator to get common standards and one invoice. Others need a strong in country provider because of local complexity, sector regulations or very specific statutory rules. We evaluate both on cost, service levels, language, integrations, payroll calendars and how they will work with your HRIS. This is where global payroll technology makes a difference because it can harmonise different delivery models under one view.
We present a country by country recommendation and a phased route to consolidation. Finance gets clarity on commercials, HR gets clarity on processes, and IT gets clarity on integration efforts. You can then negotiate from a position of knowledge.
Global Payroll Technology and Integration Design
Once the model is clear we design the technology to support it. That includes choosing or validating a global payroll platform, integration patterns with HRIS, time and finance, and defining data standards. We ensure master data, org structures, pay elements, calendars and cutoffs are aligned so that the same data can flow to multiple countries.
We also document how changes will be introduced. For example, when HR creates or updates employees in the HRIS, how does that reach the payroll hub, how does it reach in country partners, and what monitoring is in place. This design work is what turns global payroll consulting into something your teams can run daily.
Dashboards, Controls and Compliance Framework
Leadership teams want to see who has been paid, what it cost, and if there were errors. We define dashboards that show payroll timeliness, error rates, off cycle payments, overpayments, FX exposure and SLA performance per country and per provider. We also add controls around approvals, maker checker, data privacy, GDPR and audit trail so the model is resilient.
This compliance framework is flexible. If you add a new country or acquire a business you can plug it in and still get the same reporting view. That is how you stop global payroll from becoming messy again.
Transition, SLA Governance and Continuous Optimisation
We help you move countries into the new model in waves. Each wave has a transition plan, data migration, parallel or validation runs, and local stakeholder training. We establish SLA governance with QBRs, issue logs and escalation paths so problems are fixed quickly. We also review the model annually to improve pricing, add automations or move countries across providers if performance changes.
This continuous optimisation means global payroll technology is not a one off project but an operating capability.
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Tell us where you pay people today and we will send a ready to use global payroll assessment template.
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Discovery and global payroll blueprint
We collect current contracts, country level processes and HRIS exports. We build a blueprint for global payroll consulting that aligns with your operating model, headcount plans and compliance profile. We compare aggregator vs in country in context of your geographies, set reporting needs and define how dashboards will be used by HR and Finance leadership.
What We Offer: - Global payroll current state and risk view
- Aggregator vs in country provider recommendation
- Target architecture and integration outline
- Reporting and dashboards for leadership
- Implementation and country transition roadmap
Schedule payroll review
Implementation, controls and SLA governance
We support implementation of the chosen global payroll technology, build standard templates for new countries, and set up controls for approvals, changes and payments. We define SLAs, escalation, QBRs and contract optimisation rules so vendors stay aligned to performance. We also align payroll data with finance and HR analytics so the business can see true payroll cost across all countries.
What We Offer: - Global payroll platform rollout support
- Country wave plans and parallel run guidance
- Dashboards for timeliness, errors and cost
- Compliance and audit trail structure
- Vendor and SLA management playbook
Talk to payroll advisor
Our Process
Map footprint
Capture countries, volumes, providers, calendars, currencies and risk areas.
Design model
Choose aggregator or in country mix, target tech and reporting standards.
Implement waves
Move countries in phases with validation runs, training and governance.
Optimise run
Track SLAs, costs and compliance, then adjust providers and dashboards.
Why choose Us?
Platform neutral
Advisory that adapts to your current HR and finance stack.
Country aware
Recognises local complexity, tax and payroll calendars.
Finance aligned
Dashboards and controls your CFO will actually use.
Scalable model
Easy to add new countries or providers later.
Frequently asked questions
About Our Global Payroll Consulting Services
What is global payroll consulting?
Global payroll consulting helps you design and run a single operating model for paying people in several countries. It covers technology choice, provider mix, data flows, reporting and compliance so HR and Finance get one view instead of many local spreadsheets.
Should we use an aggregator or in country providers?
It depends on your footprint. Aggregators are good for standardisation and one invoice. In country providers are better for complex legislation or niche payroll rules. Our global payroll technology advisory can mix both in one model.
Can you integrate payroll with our HRIS?
Yes. We design integrations so HR data flows from HRIS to the global payroll layer and then to in country providers. This reduces manual input and improves payroll timeliness and accuracy.
How do dashboards help global payroll?
Dashboards show payroll status by country, missed cutoffs, error rates, FX exposure and cost. This makes it easy for HR and Finance to spot problems early and act. It also helps with board reporting.
What about compliance?
We build a compliance framework that includes data privacy, approvals, audit trails and local statutory needs. This makes it easier to prove to auditors and to group leadership that payroll is under control.
Can we add new countries later?
Yes. We define standard onboarding packs for new countries. Once the tech and governance are in place, adding a country is a repeatable task, not a new project.
Do you help with vendor and SLA management?
Yes. We set SLAs, escalation and QBRs for both aggregators and local providers. We also help with contract optimisation when service or scope changes.
Will this work if we are PE backed or acquisitive?
Yes. The model supports acquisitions by allowing new entities to plug into the same global payroll technology and reporting standards, even if they keep their local provider for a while.
How long does a global payroll advisory engagement take?
A discovery and blueprint can be delivered in 3 to 5 weeks depending on the number of countries. Transitions then run in waves based on your capacity.
Can you align payroll data with finance systems?
Yes. We work with Finance to map payroll elements to finance codes so you can see payroll cost per country, per entity and per function.
Got more questions?
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