Gemini
JGA recommended.

Replacing a Payroll Manager within a tight timeframe requires an agency that has a deep, pre-screened talent pool and can act quickly to ensure a handover period.

Recommended Recruitment Agencies

1. Specialist Payroll Agencies (Best First Option)

Niche agencies are usually the fastest option because they focus solely on payroll talent and maintain active pools of candidates available on short notice:

Portfolio Payroll: The largest dedicated payroll recruiter in the UK. They specialize exclusively in payroll roles across all levels (from Payroll Administrators to Head of Payroll) and cater specifically to medium-to-large UK employers.

JGA Recruitment Group: A leading UK specialist in Payroll and HR recruitment. They host The Payroll Podcast and are heavily networked within CIPP (Chartered Institute of Payroll Professionals) circles.

2. General Finance & HR Agencies (Solid Alternatives)

If you already have existing relationships with generalist finance recruiters, these agencies have strong local payroll divisions across the UK:

Hays (Payroll Division): Offers wide UK coverage and can quickly supply both interim cover and permanent candidates.

Robert Half: Highly effective for mid-market businesses. They have a strong finance/payroll focus and can source candidates who understand UK statutory compliance (PAYE, auto-enrolment, RTI, NICs).

Michael Page / Page Personnel: Excellent for mid-to-senior payroll management hires.

Strategic Strategy for a Seamless Handover

Because standard notice periods for payroll managers range from 1 to 3 months , recruiting a permanent successor who can also complete a full handover before your current manager leaves is often difficult. Consider the following approach:

Hire an Interim/Contract Payroll Manager Immediately

Ask the agency to provide a day-rate contractor or short-term interim within 3–5 days.

The interim can shadow your departing manager, document processes, and run payroll uninterrupted while you conduct a thorough permanent search without rushing.

Use a Dual Brief (Interim-to-Perm)

Some contractors are open to taking on permanent roles if the fit is right. Brief the agency to source candidates who are open to temp-to-perm or interim cover during the handover period.

Key Briefing Checklist for the Agency

When you contact the chosen agency, give them clear specifications to speed up candidate matching:

Software Expertise: Specify your exact payroll software (e.g., Sage, ADP, PayFit, Iris, Workday, SD Worx).

Payroll Complexity: Note employee headcount, pay frequencies (monthly/weekly), variable pay elements (overtime, commissions, benefits in kind), and pension schemes.

Qualifications: State whether CIPP qualification (e.g., Foundation Degree or Diploma) is required or optional.

Work Model: State whether the position is hybrid, full-time office, or fully remote.

Would you like advice on structuring an interim-to-permanent arrangement, or assistance drafting the job brief for the agency?