By Frank J. Mendelson
Editor’s Note: Richard McBride is founder and CEO of Certino. He is an experienced HR executive, chartered accountant, and chartered tax advisor with more than 35 years in the industry and expert knowledge in global mobility and international employment tax and reward. In 2017, McBride founded Certino, having notched 25 years of experience managing mobility and employment tax programmes.
What is the changing role of the payroll professional?
As the custodian of a technology company operating in the global payroll space, I've witnessed a profound transformation in the role of payroll professionals, which extends far beyond number-crunching, but into architects of operational excellence. In this dynamic landscape, payroll professionals are not just players; they're strategic orchestrators, harmonising with HR and other business functions, delving into data analysis, and directing managerial and strategic initiatives.
What are some emerging trends in global payroll, and what is their impact?
The emphasis I have observed is on automation, integration with HR systems, and leveraging analytics for predictive insights. These aren't just trends; they are pivotal shifts reshaping how payroll professionals contribute to organisational success.
What are the chronic challenges for companies moving into global expansion?
As organisations set their strategies to the complexities of global expansion, challenges abound—from navigating diverse regulatory landscapes to managing cultural intricacies and ensuring unwavering compliance. Observing a discernible trend, organisations are veering towards appointing a singular vendor capable of seamlessly integrating end-to-end payroll processes. I see it as a unified symphony, eliminating the discord of disparate systems and providing a consolidated source of truth.
Yet, challenges persist for payroll teams—from advancing skill requirements and continuous training demands to navigating legal intricacies and cultural nuances. The critical need is for effective communication. Tackling these challenges means strategic investments in training programs, fostering diversity and inclusivity, and leveraging technology for streamlined processes.
What strategic advice would you give to a company moving from domestic to global payroll?
For those transitioning from domestic to global payroll, the emphasis lies on strategic planning. Using technology for a centralised payroll system and engaging technology specialists well versed in regional nuances and compliance intricacies are, in my opinion, indispensable for a seamless transition.
What would you like to see payroll vendors address in the next three years?
Looking ahead: expectations echo a resounding call for enhancement. Beyond mere automation, the demand is for comprehensive solutions, integrated capabilities, and scalability. For example, vendors should address compliance challenges and the judicious use of artificial intelligence (AI), integrate advanced analytics, and ensure adaptability to evolving regulations. These are pivotal areas where vendors can bring substantial value.
What do you see as the value and limits to emerging technology, robotics, and AI in managing a global payroll?
With the rise in robotics and AI, the balance between innovation and human oversight is paramount. Striking the right equilibrium ensures efficiency, especially in complex scenarios and diverse cultural contexts. Organisations should seek solutions that can automate repetitive manual tasks to free up valuable time for critical, strategic endeavours that still require human intervention.
From what you are hearing from colleagues, what are the internal synergies you think may be strengthened in companies with a global workforce?
Within organisations boasting a global footprint, the aim is not just cohesion but a symphony of efficiency. Shared platforms, standardised processes, and a global mindset contribute to improved efficiency across diverse teams.
What are some essential practices and strategic choices to manage risk and compliance?
Managing risk and compliance demands perpetual vigilance and inventive solutions. Staying ahead of evolving regulations is paramount, and organisations must invest in cutting-edge technologies for real-time monitoring and instil a strong culture of compliance awareness.
What are the emerging trends in data management and data security that address growing global regulations?
Alongside traditional methods, I believe that the future of data management pivots on AI-driven threat detection and continued alignment with global regulations like the EU’s General Data Protection Regulation (GDPR). Organisations must encompass robust measures, including encryption, multi-factor authentication, and routine security audits, reinforcing a steadfast commitment to data security and fostering trust through meticulous data protection.
What are some insights you can share around preparation and staying in compliance with GDPR?
Navigating the GDPR landscape requires a comprehensive approach. Implementing stringent data protection measures, conducting regular privacy impact assessments, and appointing dedicated Data Protection Officers should remain paramount for payroll organisations and their vendors.
What emerging trends do you see in meeting the payroll needs and compliance in payroll management for mobile employees?
With the surge in remote work, the focus intensifies on mobile payroll solutions. Secure, cloud-based platforms with robust encryption should form the backbone of an organisation's approach. Tailoring compliance protocols to address the unique challenges posed by a mobile workforce ensures that digital security seamlessly aligns with evolving work trends.
What are some considerations a company should ask to determine if there is a good fit with a prospective vendor?
Vendor selection is a critical aspect of operational strategy for companies across the industry. I advocate for partnering with vendors that display an unwavering commitment to compliance, data security, and adaptability to changing regulations. In addition to a proactive stance towards compliance, vendor selection criteria should prioritise innovation and scalability, offering the ability to adapt. Transparent communication and shared values form the bedrock of successful partnerships with your vendors.
What is your management and leadership approach?
My management and leadership approach revolves around empowering my team, fostering open communication, and championing a culture of innovation. I endeavour to lead by example, maintain accessibility, and create an environment that acknowledges diverse perspectives.
What are the most important qualities of effective leadership?
Effective leadership, in my experience, hinges on empowering your team and encouraging an interactive culture. Knowing your own strengths and understanding where the strengths of your team lie, enables a powerful collaborative approach to operating as a cohesive unit. It is paramount to remain receptive to learning from both successes and setbacks.
How do you hire?
Hiring, in my view, extends beyond assessing skills; it delves into evaluating cultural fit and alignment with the company's values. The emphasis is on candidates who embody a passion for innovation, display adaptability, and embrace a collaborative mindset, all while bringing something new and outstanding to the team.
What is your approach to include religious and cultural diversity awareness in your organisation?
In our organisation, cultural diversity is celebrated as a strength. As a globally and culturally dispersed organisation, we mark cultural events, share cultural learning, and foster an inclusive environment where every team member feels valued, including regular spotlights on our team members. Diversity not only enriches our organisational fabric, it also serves as a catalyst for enhanced creativity, problem-solving, and overall team performance.
What are the communication challenges of a global payroll leader?
Communication challenges for a global, remote working technology organisation are multifaceted, involving time zones and lifestyle differences. Overcoming these hurdles requires leveraging technology for real-time collaboration, nurturing a culture of open communication, and a nuanced understanding of cultural intricacies. It's a continuous and collaborative effort to ensure seamless and effective communication across our global team.
How did you get started in your career?
Embarking on my career journey, I was fuelled by a profound passion for problem solving and making processes simple and effective. This culminated in the use of technology and its transformative potential and the creation of Certino. My long-standing experience in the management of international tax truly enabled me to see things from the tax and payroll professionals’ perspectives, and my plight was to enable me and my team to undertake our roles more effectively, resulting in measurable benefits. My curiosity in this phase allowed me to explore the diverse facets of the technology industry, eventually steering me towards the dynamic realm of how technology can significantly enhance the role of the payroll professional.
What types of skills, training, and education would be most useful for someone moving into a managerial role in global payroll?
For those aspiring to transition into a managerial role in global payroll, I believe a multifaceted skill set is paramount. Of course, a robust foundation in finance, compliance, and a curiosity to succeed lays the groundwork. Developing leadership and communication skills is equally vital. The journey is ongoing, marked by continuous learning, staying abreast of global payroll regulations, and making strategic investments in management training.
What career and life advice do you give to a new employee in global payroll?
Reflecting on the early chapters of my career, I garnered invaluable lessons. Adaptability emerged as a cornerstone, emphasising the importance of embracing change proactively. My background was not technology, and yet here I am, head of my own technology company. Early on, I learned that navigating the professional landscape requires a blend of foresight, adaptability, a commitment to continuous improvement, and strong perseverance in the face of challenging times.
How do you manage to balance work and personal time?
Balancing the demands of work and a personal life is a sophisticated art that I approach by setting clear boundaries, prioritising tasks, and embracing downtime. A cornerstone of this balance for me is regular physical activity, forward planning the quality time with my family, and actively pursuing personal interests, which includes being a keen golfer.
What are some stress management techniques you have found useful?
Stress management—a critical aspect of a balanced lifestyle—for me involves a combination of regular exercise, mindfulness practices, and effective delegation of tasks. I recently took up hot yoga, and within our organisation, we have a program that gives our team access to exercise and meditation programs in return for rewards which we avidly encourage participation in. Maintaining a positive mindset and seeking support from my leadership team are indispensable elements of my stress management toolkit. We also have a strict, right to switch off policy within our organisation, that respects our team’s need to strike a work/life balance, which I believe is of paramount importance in a remote working organisation.