Our Solution Expertise - Payroll controls

Payroll controls consulting and SOX payroll you can evidence

We design and embed payroll controls inside your HRIS and payroll stack, aligned to SOX and ISAE expectations, ready for external audit.

End to end payroll controls consulting focused on HRIS and payroll system configuration
SOX payroll and ISAE 3402 aligned control frameworks mapped to live processes
Segregation of duties, approvals and access managed within HR and payroll applications
Automated data checks, reconciliations and audit logs that stand up to challenge
Control testing support and remediation to keep you clean at year end

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Discuss your payroll controls

Share entity scope, systems and audit pressures for a targeted payroll controls assessment.

Payroll controls consulting that fits SOX, ISAE and your HRIS

Payroll controls consulting is about proving, not hoping, that every payment is complete, accurate and authorised. For SOX payroll and ISAE 3402 environments, weak HRIS and payroll configuration is a direct ICFR risk. We design control frameworks in the systems you already use: access, workflows, approvals, reconciliations and audit trails tied to real data. Done right, you cut fraud risk, reduce manual checks and walk into audit with evidence, not excuses.

SOX and ICFR payroll control design

We translate SOX payroll and ICFR requirements into specific controls inside your HRIS and payroll applications. That means clear ownership of master data changes, robust approval paths for new starters, leavers and pay changes, and enforced evidence across the full hire to pay lifecycle. We map each key risk to one or more preventative or detective system controls, so your framework is traceable and testable.

Working with your Finance, HR and internal audit teams, we structure a control matrix that links system configuration, interface checks and manual reviews. Every control is described in audit ready language, with frequency, population, evidence source and responsible role. The output is a practical payroll controls framework that aligns with SOX payroll expectations without over engineering your operation.

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System based segregation of duties and access

Strong payroll controls fail if anyone can override them. We design segregation of duties in your HRIS and payroll systems so no single user can create, approve and pay themselves. That includes role design, access clean up, privileged account rules and periodic reviews aligned to your risk appetite.

We work inside your actual platforms to implement roles, workflows and approval matrices that reflect how your teams work. Where perfect SoD is not possible, we design and document compensating controls so external auditors can see conscious risk management, not gaps. You end up with access models that are defensible and sustainable.

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Automated payroll validations and reconciliations

Manual spreadsheet checks do not scale or satisfy SOX payroll or ISAE 3402 expectations on consistency. We configure automated validations in HRIS and payroll: control totals, delta checks, gross to net reasonableness, duplicate detection and change monitoring. Exceptions surface before payment runs, reducing rework and leakage.

We also set up reconciliations between HRIS, payroll outputs and finance postings: employee counts, pay elements, tax and NI, benefits and journals. Evidence is stored in system logs or structured reports, so control testing teams can select samples and reperform without chasing screenshots.

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ISAE 3402 and audit readiness support

If your organisation or payroll provider is working toward ISAE 3402, or equivalent assurance, your payroll controls story must be structured. We help define control objectives, map them to system controls, and prepare descriptions and samples that align with attestation expectations.

Our consultants work alongside your external auditors, not around them. We anticipate the questions they will ask around design and operating effectiveness. By aligning HRIS configuration, job roles, interfaces and monitoring with a clear narrative, you reduce findings, shorten testing cycles and avoid last minute remediation.

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Control monitoring, remediation and hardening

Controls drift. People change roles, new payroll elements appear, integrations get added. We design lightweight monitoring that keeps your payroll controls consulting work live: dashboards for key controls, exception logs, overdue reviews and key risk indicators. When something weakens, you see it before an auditor does.

Where gaps are found, we help you fix them: tightening roles, enhancing workflows, improving documentation or adding targeted detective checks. Over time, your payroll control environment matures from project mode into normal business, with audit readiness the default, not a scramble.

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Make payroll audit ready all year

If SOX payroll, ISAE 3402 or UK SOX are on your radar, we can align your HRIS and payroll controls before auditors arrive.

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Current state review and control mapping

We start with a targeted review of your existing payroll flows, HRIS and payroll configuration, reports and walkthroughs. Using payroll controls consulting and SOX payroll best practice, we map key risks to current controls, identify gaps and highlight quick wins. This includes SoD, approvals, interfaces, reconciliations and evidence locations across entities.

What We Offer:

Structured walkthroughs aligned to SOX and ISAE 3402 expectations
Risk and control matrix covering end to end payroll lifecycle
Assessment of segregation of duties and critical access conflicts
Review of reconciliations, audit trails and evidence quality
Prioritised gap analysis with pragmatic remediation options

Start your control health check

Design, embed and test controls

Based on the agreed design, we implement controls inside your HRIS and payroll stack: roles, workflows, approvals, validations and reconciliations. We prepare test scripts, support initial control testing and help respond to internal and external audit queries. The result is an embedded, repeatable SOX payroll and ISAE aligned framework.

What We Offer:

Configuration of system enforced approvals and validation rules
Definition and documentation of key and supporting controls
Control testing support with samples and evidence packs
Hypercare through first SOX payroll or ISAE 3402 cycles
Handover of runbooks and control owner guidance

Embed our control design

Our Process

Assess baseline

We map systems, risks, existing controls and auditor feedback against recognised payroll control expectations.

Design framework

We define a system based control framework linking SOX payroll, ISAE 3402 and your operating reality.

Implement controls

We configure HRIS and payroll settings, reporting and monitoring to enforce agreed controls.

Prove effectiveness

We support testing, evidence collection and refinements until controls operate reliably and repeatedly.

Why choose Us?

You work with HRIS and payroll system specialists who understand SOX, ISAE 3402 and UK expectations, and who can configure real controls, not just write policies. We sit between HR, Finance, IT and Audit so everyone trusts the numbers.

System first

We design controls directly in your HRIS and payroll tools, reducing manual spreadsheets and workarounds.

Audit aligned

Every control is mapped to risks, evidence and owners in language external auditors recognise.

Risk focused

We target ghost pay, unauthorised changes and ICFR exposure, not low value box ticking.

Sustainable build

Clear documentation, roles and monitoring so your teams can run and evolve the framework.

Frequently asked questions

About Our payroll controls consulting Services

What is payroll controls consulting and how is it different from generic HR consulting?

Payroll controls consulting focuses on risks inside your HRIS and payroll configuration that directly impact financial reporting. We design and test controls in security, workflows, validations, reconciliations and audit trails. The aim is SOX payroll and ISAE aligned assurance that your numbers are right and defensible, not generic process notes.

Why does SOX payroll require stronger system controls?

SOX payroll requirements sit within internal control over financial reporting. That means payroll master data, calculations and approvals must be controlled, evidenced and tested. Poor HRIS configuration, weak SoD or manual overrides create material misstatement risk. System enforced controls reduce that risk and make audits smoother.

How do you support ISAE 3402 related payroll control needs?

We help define control objectives, document processes, configure system controls and prepare evidence that aligns with ISAE 3402 reporting. This includes design and operating effectiveness testing support so your payroll environment, or your service provider oversight, can withstand independent assurance reviews.

Can you fix segregation of duties issues without restructuring our whole team?

Yes. We start with HRIS and payroll role design, then restrict risky combinations. Where structural limits exist, we design compensating detective controls: targeted reports, approvals and independent reviews. The result is a documented, risk based SoD model that auditors accept.

What types of payroll controls do you usually implement?

Typical controls include role based access, dual approvals for sensitive changes, automated validations on pay runs, exception reporting, HR to payroll reconciliations, payroll to GL reconciliations, and periodic user access reviews. All are configured and evidenced within your existing systems where possible.

How do you help with control testing and audit readiness?

We create clear control descriptions, walkthroughs and test scripts. During internal or external audits, we help locate evidence, explain configurations and remediate findings quickly. The goal is to make your payroll controls consulting investment visible and credible to auditors.

Will implementing stronger payroll controls slow down operations?

Done badly, yes. Done properly, no. We streamline workflows, use smart routing and only enforce approvals where risk justifies it. Automated checks reduce rework and actually speed up clean runs, while still meeting SOX payroll and audit expectations.

Can you work with multi country and outsourced payroll models?

Absolutely. We map controls across HRIS, in house payrolls and outsourced providers. We clarify who owns which control, how data moves and how evidence is captured. This is essential for SOX payroll and ISAE style assurance where multiple parties are involved.

How often should payroll controls be reviewed?

At least annually, and after any major system or organisational change. We recommend a simple recurring review cycle for key controls, SoD, access, reconciliations and exception trends. This keeps your framework current and avoids surprises close to year end.

Are your services suitable for UK SOX style regimes and listed entities?

Yes. Our approach aligns with emerging UK SOX expectations and established SOX and ISAE 3402 principles. We focus on clear ownership, strong evidence, and practical HRIS and payroll configurations suitable for listed and private equity backed organisations.