Reward Strategy. Incoporating Payroll World.

Speaker 60 second interview

Tim Robertson, Head of Reward at ITN


RS: What do you think has been the most visible change to the payroll and HR industry in the last year?


TR: Clearly a big change has been the move to cloud-based systems (i.e. payroll, HR, compensation, etc systems). For the larger firms this has also been a rationale to fully join-up their systems and ensure they communicate. Outside of this, then greater communication between payroll/HR/reward has been critical, given the raft of regulatory/policy etc changes.


RS: What do you think are and will be the biggest trials facing payroll and reward professionals?


TR: The challenge of operationalising ideas/policy changes etc. Given the dynamic rewards environment, with gender/BAME pay changes, family friendly policy changes, various regulatory changes, it will be key that any changes agreed can actually be implemented without collateral implications.


RS: What is going to be the biggest area of investment for your payroll function in the next 12 months?


TR: The system. Ensuring that our payroll and HR systems communicate, and can provide us with the timely data needed to run reports and influence decisions.

RS: What piece of payroll software that you currently use is most crucial for your function?


TR: Our payroll/HR system. Linking this to our flexible benefits system, enabling us to run comprehensive reports, is critical.


RS: Without giving too much away, what two things will delegates learn from your session?


TR: How to bring together differing expectations in the workplace into a cohesive Reward strategy.


Where a one-size fits all approach works, and where it doesn’t.


RS: What other sessions are you looking forward to at this year’s Autumn Update?


TR: Pay Transparency: tackling pay gaps.


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