Our Solution Expertise - HR Data Quality

HR data quality and payroll data audit that stand up

We operate inside your HRIS and payroll stack to clean data, standardise controls and cut errors before they reach payslips or HMRC.

Deep HRIS and payroll configuration review, not just surface reporting
Automated validations for joiners, movers, leavers, pay and bank details
Robust payroll data audit routines and reconciliations against finance and HMRC returns
Segregation of duties design across HR, payroll, finance and IT platforms
Control catalogues, evidence packs and dashboards aligned to audit expectations

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Request a control health check

Share systems, headcount and issues so we scope a focused HR data quality and controls review.

HR data quality and payroll data audit as core system disciplines

HR data quality is not a spreadsheet exercise. It is how well your HRIS holds clean, validated master data that flows into payroll, finance and reporting without rework. A structured payroll data audit checks configuration, interfaces and outputs against contracts, HMRC and GL. Strong reconciliations, SoD and control design reduce penalties, back pay, noise and fraud risk while giving HR and Finance confidence in every cycle.

HRIS data diagnostics and profiling

We extract samples from your HRIS and payroll, then run targeted profiling across names, NI numbers, tax codes, bank details, job, grade, hours, cost centres and effectivity dates. We highlight duplicates, gaps, overlaps and conflicts that drive payroll errors, RTI mismatches or headcount reporting issues. Our analysis is done with a systems lens, so every issue ties back to configuration, process or integration, not vague commentary. We then define corrective actions inside your platforms: stricter field rules, lookup tables, mandatory data at hire, controlled changes for comp and position, and secure bulk update options. This is practical HR data quality work that your internal team can sustain. No parallel databases, no uncontrolled macros. Just tighter master data in the systems that matter.

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Payroll data audit and reconciliations

Our payroll data audit goes beyond re-running reports. We trace data end to end: HRIS to payroll, payroll to GL, GL to payments and HMRC submissions. We test samples for rate accuracy, allowances, overtime, benefits, pensions, terminations and tax and NI treatment. Where issues exist, we pinpoint whether they are caused by data, config, interface or controls. We then design standard reconciliation packs: pre payroll checks, variance reports, headcount and cost bridges, RTI alignment, GL tie outs and post pay analytics. These packs run from your systems, not manual rebuilds every month. Finance, HR and audit get repeatable evidence that payroll data is complete and accurate.

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Embedded validations and control rules

Instead of chasing errors at the end, we configure validations directly in HRIS and payroll. That includes joiner checks, duplicate NI detection, bank and address formats, effective dating rules, mandatory fields for taxable benefits, and reason codes for key changes. Validation logic is tuned to your platforms so it is robust but workable. We complement this with workflow controls: maker checker approvals for sensitive changes, limits for off cycle payments, enforced four eye review for bank file releases, and automated flags on unusual values. This embedded control design catches issues at the point of entry and makes your HR data quality self policing rather than audit driven.

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Segregation of duties and access control

We review how HR, payroll and finance access is set across HRIS, payroll, identity and finance systems. Using SoD principles, we identify toxic combinations such as users who can create employees, change pay and release bank files. We then propose a SoD matrix that fits your size and systems without blocking operations. We work with your admins to implement role based access: clear separation for data maintenance, calculation, approval and payment. Where tools are limited, we design compensating controls such as targeted reports and independent review. This makes your environment more resilient to both error and fraud, and aligns with internal and external audit expectations.

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Continuous monitoring and control automation

Once controls are in place, we help you automate monitoring. We configure exception reports and dashboards that run on a schedule: negative pay, unusual back pay, duplicate bank accounts, multiple records, missing NI, sudden pay spikes, incomplete approvals and unreconciled variances.

We ensure these outputs are owned: routed to specific roles, with simple investigation notes, so Finance and HR can close the loop quickly. Over time, this continuous monitoring bedded into your HRIS and payroll tools reduces noise, improves HR data quality and gives executives a clear view of payroll risk trends, without adding another system.

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Make your data defensible end to end

If every pay run needs heroics, we can tune HRIS, payroll and controls so numbers reconcile cleanly and withstand audit.

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Diagnostic and control blueprint

We begin with a technical review of HRIS and payroll configuration, interfaces and reports. Using HR data quality profiling and payroll data audit tests, we map where errors start and which controls are missing. We then design a practical blueprint for reconciliations, SoD, validations and monitoring that fits your current stack.

What We Offer:

Snapshot HR data quality assessment across key master data fields
Payroll data audit of high risk elements and interfaces
Draft control framework including SoD, validations and reconciliations
Clear prioritisation by risk, complexity and pay impact
Alignment with internal and external audit expectations

Start your control blueprint

Implementation, automation and hardening

We configure agreed rules inside your HRIS and payroll tools: field controls, workflows, SoD roles, reconciliation reports and exception dashboards. We test with real periods and historic issues so the new controls actually detect and prevent the patterns you care about. Then we support a measured go live so teams adopt new checks without delaying payroll.

What We Offer:

Hands on HRIS and payroll configuration for data validations
Role and access updates to embed segregation of duties
Automated reconciliation and exception reporting setups
Playbooks for handling data and control exceptions
Knowledge transfer so internal teams own the framework

Implement stronger controls

Our Process

Assess reality

We analyse live data, configs and outputs to see where quality and control failures occur.

Design controls

We map targeted HR data quality, payroll data audit and SoD measures into your systems.

Deploy safeguards

We configure validations, roles, reconciliations and monitoring, then test against real errors.

Sustain assurance

We equip your teams with reports, runbooks and dashboards to keep controls effective.

Why choose Us?

We come in as HRIS and payroll system specialists, not generic auditors. We understand how UK HR, payroll and finance platforms behave in production and translate control theory into configurations, reports and roles your team can run month after month.

System native

We fix issues in HRIS and payroll setup using supported features, not offline workarounds.

Audit ready

Outputs align with internal audit, external audit and regulatory expectations for evidence.

Risk focused

We prioritise controls around highest value risks, from SoD breaches to payment errors.

Transferable value

Designs are documented so your internal teams can operate and adapt them independently.

Frequently asked questions

About Our HR Data Quality Services

What do you mean by HR data quality in systems terms?

HR data quality is the accuracy, completeness and consistency of employee records in your HRIS that feed payroll, benefits and reporting. We review key fields, history, interfaces and rules, then configure validations and standards so incorrect data cannot move quietly into payroll or finance.

What is included in a payroll data audit?

A payroll data audit checks that data from HR, time, benefits and other sources is correctly transformed into gross to net and reported accurately to HMRC and finance. We test samples, interfaces, configuration and reconciliations, then recommend specific changes inside your systems and control framework.

How do you approach segregation of duties (SoD) for HR and payroll?

We review who can create or change records, run calculations and release payments across HRIS, payroll, banking and finance. We propose SoD aligned roles and access, then implement them or define compensating controls. The result is less opportunity for error or fraud without blocking day to day operations.

Can you help if our payroll is outsourced?

Yes. We focus on the parts you own: HRIS data quality, pre payroll controls, SoD, reconciliations and vendor oversight. We define data standards, validation checks and control reports so you can challenge and evidence the accuracy of your outsourced payroll outputs.

Do we need a new system to improve HR data quality?

Usually not. Most gains come from better configuration, validations, access design and reconciliations in your existing HRIS and payroll tools. We only flag replacement if your current platforms cannot technically support the controls you require.

How quickly can we reduce payroll errors?

Many clients see impact once core validations and pre payroll reconciliations are in place, targeting bank details, pay changes and high risk elements. We focus first on controls that catch the most expensive or visible errors, then extend coverage.

What reconciliations should we be running every cycle?

At minimum: HR to payroll headcount, key pay element bridges, payroll to GL totals, RTI alignment, and checks on unusual movements. We design these as standard reports driven from your systems so they become part of normal operations, not ad hoc projects.

How do you handle global or multi entity environments?

We standardise core HR data quality rules and control principles, then adapt for local tax, pay and regulatory needs. We map where global templates work and where country specific configuration, SoD and payroll data audit checks are required.

Can you support internal and external audit requirements?

Yes. We align control design and evidence to typical audit expectations: documented frameworks, ownership, frequency, sampleable logs and clear remediation. Our work makes audits faster and less disruptive by proving your HR and payroll data are controlled.

Do you only work with certain HRIS or payroll platforms?

No. We are platform aware and work across leading HR and payroll solutions used in the UK. The principles of HR data quality, payroll data audit, SoD and reconciliations are implemented using supported features in each environment.