Q&A with Bart Jonkers, director international service delivery

You won’t get far on the road to payroll success if you don’t have a solid strategy in place. In 2024, that means a lot more than choosing the right solution or provider. It’s essential that payroll can adapt to changing regulations, technologies, people trends and business needs without being disrupted.
We asked Bart Jonkers how to create a payroll plan that balances internal support with external, human assistance with tech, and scalability with employee experience.

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Payroll outsourcing is often promoted as an ideal solution for companies of all sizes. And it’s certainly a tempting proposition. The world of payroll is so complex, you might think it’s better to leave everything in the hands of an expert, whether that’s a payroll service provider or simply a smart-looking piece of software.

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Payroll can’t happen without some kind of tech intervention, even if it’s just a calculator. So naturally, the HR space is crowded with a wide variety of payroll tech solutions. It can be overwhelming enough that some business leaders might feel safer sticking to Excel, despite its limited functionality. But the great thing about this wealth of payroll technology is that it gives you options, so you can choose exactly how involved or hands-off you are when it comes to the tech side of things.

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The payroll landscape is dynamic and complex, shaped by an ever-evolving mashup of technology, legislation, and employee expectations. People are looking for more transparency and flexibility than ever when it comes to their pay, which is reflected in changing regulations across Europe. Those expectations can only be enabled by a growing range of tech, and the level of complexity multiplies when you look at growing your business internationally. With all that in mind, the only way to keep payroll running smoothly as your business grows is by developing a rich store of payroll expertise that grows with it over time.

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