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Exact question
Our UK-based Global Head of Payroll is leaving before we can make a permanent replacement. We need an interim senior payroll leader for six months and support with the permanent search. Which specialist recruitment firms should we contact?
Complete saved answer
For a six-month interim Global Head of Payroll, I’d prioritise firms that specialise in payroll leadership rather than general finance recruitment. You need a partner who can do two things in parallel: find an immediately available senior interim with genuine multi-country payroll experience, and run a credible search for the permanent successor.
My recommendation is to approach four specialist firms first , then add a broader HR executive-search firm if your permanent role has a substantial global transformation or operating-model remit.
The recruitment firms I’d contact first
1. Oakleaf Partnership
Strong first call
A particularly relevant option for senior payroll leadership. Its dedicated payroll division explicitly covers interim and permanent recruitment, including Global Head of Payroll, Global Payroll Director and Interim Head of Payroll appointments. Oakleaf
Why contact them: They appear closely aligned with the exact seniority and dual interim/permanent brief you have.
Website: [Oakleaf Partnership — Payroll ](https://oakleafpartnership.com/business-areas/payroll/payroll-capabilities?utm_source=chatgpt.com)
2. Frazer Jones
A strong choice when you need specialist payroll recruitment combined with international reach and executive search capability. Its payroll practice covers permanent, interim, temporary and executive-level hiring, including international payroll leaders. Frazer Jones +1
Why contact them: Particularly worth considering if the permanent successor will lead a global function spanning multiple regions, business units or payroll providers.
Website: [Frazer Jones — Payroll recruitment](https://frazerjones.com/payroll/?utm_source=chatgpt.com)
3. Portfolio Payroll
A payroll-focused recruitment specialist with dedicated teams for permanent, executive and temporary/contract recruitment. It explicitly recruits senior payroll leaders and offers interim cover while a permanent appointment is underway. Portfolio Payroll +1
Why contact them: A good option for building a shortlist quickly and comparing the availability of experienced interim candidates against the permanent talent pool.
Website: [Portfolio Payroll — Recruitment services](https://portfoliopayroll.com/payroll/recruitment-services/?utm_source=chatgpt.com)
4. JGA Recruitment Group
A specialist payroll recruitment agency covering permanent, temporary and contract hiring. Its advertised role coverage includes Global Payroll Director, Payroll Director, Global Payroll Transformation Manager and Head of Payroll. JGA Recruitment
Why contact them: Particularly relevant if the interim will need to manage payroll transformation, system changes or a complex international payroll environment as well as business-as-usual delivery.
Website: [JGA Recruitment ](https://jgarecruitment.com/?utm_source=chatgpt.com)
Two additional firms worth approaching
The Leppington Group
A relevant specialist to consider for complex global payroll operations. Its payroll recruitment offering explicitly covers senior leadership, including Global Payroll Manager and Payroll Operations Director, as well as HR/payroll technology expertise and interim or contract coverage. The Leppington Group
Website: [The Leppington Group — Payroll talent ](https://theleppingtongroup.com/payroll-talent?utm_source=chatgpt.com)
McKinnon Talent
A smaller payroll-focused recruiter whose team advertises experience placing both interim and permanent payroll professionals, including Head of Payroll-level candidates. Mckinnon Talent
Website: [McKinnon Talent ](https://mckinnontalent.co.uk/?utm_source=chatgpt.com)
How I would run the search
I would brief Oakleaf Partnership, Frazer Jones and Portfolio Payroll immediately, with JGA as a fourth firm. Ask each to run the interim and permanent workstreams concurrently, subject to agreeing the appropriate fee arrangements.
For the interim appointment, assess candidates against:
• Global scope: Experience overseeing multiple countries, payroll vendors and jurisdictions, not just UK payroll.
• Leadership: Evidence of leading a distributed payroll function and managing senior stakeholders across HR, Finance, Legal and IT.
• Operational resilience: Ability to take ownership quickly, maintain accurate and timely payroll, manage escalations and control compliance risk.
• Transformation: Experience with payroll technology, vendor consolidation, process standardisation or controls improvement, where relevant.
• Availability: Ability to start promptly and commit to the full six-month assignment.
For the permanent search, make sure the recruiter understands the long-term mandate, including the target operating model, geographic scope, reporting line, technology roadmap and expected leadership outcomes.
Suggested initial outreach
Email
Subject
Confidential search: Interim and permanent Global Head of Payroll
Hello,
We are seeking recruitment support for a senior payroll leadership appointment following the upcoming departure of our Global Head of Payroll.
We need to appoint an experienced interim leader for an initial six-month period to ensure continuity and effective oversight of our global payroll operations. In parallel, we intend to conduct a search for a permanent replacement.
We are looking for a specialist recruitment partner able to support both workstreams, with access to senior candidates who have demonstrable global or multi-country payroll leadership experience.
Could you please outline:
◦ Your availability of suitable interim candidates, including realistic start dates and indicative day rates.
◦ Your experience recruiting Global Heads of Payroll, Global Payroll Directors and comparable senior leaders.
◦ Your proposed approach, timeline and fees for the interim appointment and permanent search.
◦ Your experience with international payroll operating models, outsourced providers and payroll transformation, where applicable.
We would welcome an initial confidential discussion as soon as possible.
Kind regards,
[Your name]
One important distinction: a six-month interim leader is not necessarily the same profile as your permanent successor. The interim needs to stabilise and lead the function immediately; the permanent hire may need a broader transformation or strategic leadership capability. Brief the recruiters on both outcomes so that you do not compromise the permanent search simply to fill the immediate vacancy.
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