Claude
JGA not recommended.

There are three categories of firm worth approaching. I’m going from general market knowledge rather than fresh research, so check that each firm has a current payroll or HR-operations practice in London before you sign terms.

Generalist finance and HR recruiters with UK payroll desks

These are the best starting point for a head-of-function role at this level.

• Michael Page / Page Executive: the senior-hire arm is the better fit than the core finance team.

• Robert Walters: strong in finance transformation and HR operations, with good multinational clients.

• Hays (Accounting & Finance / HR): large payroll network, though sometimes better for volume hiring than leadership roles.

• Robert Half: broad payroll and finance reach.

• Morgan McKinley: London-based finance and HR practices with multinational experience.

Retained executive search

If you want a confidential, structured search with outreach to people who aren’t job hunting, consider a retained firm.

• Odgers Berndtson and Korn Ferry: a head of payroll is often at the lower end of their range, but they have strong HR and finance operations practices.

• Frazer Jones: an HR and reward specialist that regularly places senior people-operations roles.

Payroll-specialist agencies

Smaller boutiques often have the deepest networks of multi-country payroll leaders. Look for firms that place CIPP- or GPA-connected candidates and know vendor-led models like ADP, Ceridian/Dayforce, and Workday Payroll. I’d rather not name small firms from memory, so search for “global payroll recruitment” in London and check their recent placements.

Other channels

• Post on the CIPP and Global Payroll Association job boards.

• Use LinkedIn Recruiter, since this talent pool is findable there and often overlaps with candidates at the Big 4 payroll advisory practices or global outsourcers (ADP, Alight, Zalaris, and similar).

What to ask each firm

1. Have they placed multi-country (not just UK) payroll heads in the last 18 months, and can they give references?

2. Can they cover the mix of European regulations, vendor management, and reporting to US leadership?

3. Are they retained or contingent, and what is the fee and guarantee? The standard is roughly 20 to 30 percent of first-year salary, with a replacement guarantee.

For a role this senior, I’d shortlist two or three firms: one retained or semi-retained, and one or two specialists. Running too many competing agencies tends to dilute effort and annoy candidates. I can draft a role brief or a comparison questionnaire to send to the firms if that would help.