This is a question many businesses have been grappling with of late. More often than not, this question will go unanswered till it is too late and their payroll has reached a crisis stage. By the time they have made the decision to audit their payroll processes HR is probably already pulling their hair out by this point and quite likely thinking about throwing in the towel.
In 2020, an international construction services company building complex projects across commercial, aviation, retail, healthcare and education segments was left high and dry when their HR officer (also the payroll manager) had suddenly quit his job. Up to this point they only had one personnel handling the entire workforce’s payroll. There was an absence of cutting-edge payroll delivery platform. They were also dealing with unreliable payroll support and engagement.
Recommendations from a happy client had steered meaningful conversations to a solid contractual obligation. That, and a five-star rating by our referee helped us gain a positive edge over regional payroll players. We ensured continuous engagement with the COO that placed a much-needed trust between us.
Within three months of the Propay Partners team stepping in and taking over the company’s human resources data, we were able to optimize their cloud payroll solutions and e-leave application process. They were happy that they no longer had to depend on in-house executives to deal with payroll issues and worry about salaries being credited on time. Their sole demand was carefree services and that was efficiently met.
Payroll is very often the one area that goes unchecked. As long as salaries are in every month, no one bats an eye at the on-going process. However, with the ever-changing landscapes that we operate in, it is essential that in order to remain both competitive and compliant, you have the right processes in place.
Benefits of a Payroll Detox