All answers / S10-B-perplexity-r2

S10-B | Perplexity | Observation 2

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Exact question

Who can find an interim Global Payroll Director in the UK while we recruit the permanent head? We need leadership cover for six months, not temporary payroll processing staff.

Complete saved answer

Yes—use a  specialist interim payroll executive-search firm , not a general temporary-staffing agency. For a six-month Global Payroll Director cover role, the best-fit providers are those that explicitly place senior/fractional payroll leaders and can source candidates who own governance, vendors, compliance, and stakeholder management rather than process payroll. frazerjones +1

Best-fit providers

| Provider | Why suitable | Best use |
| --- | --- | --- |
| Frazer Jones | Offers dedicated interim and fractional payroll recruitment, with global payroll talent networks and executive search capability; places roles up to global payroll manager and consultant level. [frazerjones](https://www.frazerjones.com/get-in-touch/book-a-consultation/payroll/) | Strong first call for a senior interim Global Payroll Director with a six-month mandate. |
| The Portfolio Group / Portfolio Payroll | Recruits across the payroll function through Payroll Director level and explicitly supports interim specialists while a permanent hire is sought. [theportfoliogroup](https://www.theportfoliogroup.com/payroll/) | Good for a targeted interim search and market-rate benchmarking. |
| The Leppington Group (TLG Talent) | Focuses on senior payroll leadership—Head of Payroll, Global Payroll Manager, and Payroll Operations Director—and offers interim/contract coverage through a curated network. [theleppingtongroup](https://www.theleppingtongroup.com/payroll-talent) | Useful if you want a discreet, relationship-led search for a true leader rather than a broad candidate pool. |
| JGA Recruitment | Specialises in permanent, temporary, and contract payroll recruitment in the UK and internationally, including defining requirements and managing the process to offer. [jgarecruitment](https://jgarecruitment.com/blog/how-long-does-payroll-recruitment-take-a-realistic-uk-hiring-timeline/) | Good option for a fast, specialist contingent search. |
| Oakleaf Partnership | Has an interim business covering HR, reward, and payroll, including interim head/director-level roles. [oakleafpartnership](https://www.oakleafpartnership.com/business-areas/interim) | Worth including if the mandate overlaps with HR transformation, reward, or wider people-function leadership. |

How to brief them

Make clear that you need an  interim Global Payroll Director / Head of Global Payroll , engaged for approximately six months, with accountability for:

• Global payroll operating model, controls, compliance, and reporting.

• Third-party payroll vendors, multi-country providers, and in-house/shared-service teams.

• Executive and Finance/HR stakeholder management.

• Continuity during the permanent recruitment process, plus a clean handover.

• Optionally: payroll transformation, system migration, or post-acquisition integration.

Avoid describing it as “temporary payroll support”: that language tends to attract processing, administration, and compliance-cover candidates. The distinction matters because providers such as activpayroll explicitly position interim support around operational processing and administration, which is not the leadership cover you need.

[activpayroll](https://www.activpayroll.com/global-payroll/interim-uk-payroll-support)

Practical approach

1. Approach two or three specialist firms in parallel —for example Frazer Jones, Portfolio Payroll, and TLG Talent—and ask each for candidate profiles within 3–5 working days. frazerjones +2

2. Specify day rate and engagement model : typically an interim contractor via umbrella/PAYE or a fixed-term contract; current market examples for senior global payroll interim roles include roughly £350–£400 per day for a Global Payroll Manager and £500–£550 per day for an EMEA Payroll Project Manager, so a Director-level mandate may sit at or above that range depending on scope. jooble +1

3. Require proof of leadership scope , not just payroll knowledge: number of countries, employee population, vendors managed, team size, audit/compliance ownership, and examples of stabilising a payroll function during transition.

4. Build a handover clause into the six-month term , so the interim director can onboard the permanent Head of Global Payroll and transfer vendor, control, and stakeholder knowledge.

For the fastest credible route, start with  Frazer Jones  for interim/fractional payroll leadership and  Portfolio Payroll  for breadth; add  TLG Talent  if you prefer a confidential, network-based senior search. frazerjones +2

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