Gemini
JGA recommended.

Managing a senior Global Payroll gap requires a dual approach: securing an immediately available, heavy-hitting interim leader to maintain compliance and team continuity, while simultaneously running a robust executive search for the permanent Head of Global Payroll.

[Source G01]

Below are the premier UK-based specialist recruitment partners capable of handling both briefs concurrently, alongside a recommended strategy for structured interim-to-permanent handover.

1. Specialist Recruitment Partners (Dual Interim & Executive)

Frazer Jones (HR & Payroll Practice)

Why them: One of the market leaders in dedicated HR and Payroll executive search. They have a dedicated UK and international Payroll Recruitment desk led by senior specialists (e.g., John O'Brien, Head of Payroll). [Source G02]

Capabilities: They cover both rapid-deploy interim management (contractors available on short notice for 3–6+ month assignments) and headhunting for permanent C-suite/Director level global payroll leaders. [Source G03]

Oakleaf Partnership

Why them: A premier London/UK boutique specializing exclusively in HR and Payroll talent. They have a well-regarded Senior Interim & Executive Search team with strong connections across UK-headquartered global businesses. [Source G04]

Capabilities: Experienced in placing global payroll directors who understand cross-border taxation, global software implementations (Workday, ADP, SuccessFactors), and complex multi-country compliance.

Middlemore

Why them: A boutique search firm specifically dedicated to senior Global Payroll recruitment across the UK, EMEA, and US. [Source G05]

Capabilities: Highly specialized network focused exclusively on senior leaders (VP/Head of Global Payroll). They cater to niche interim assignments where immediate, high-level operational leadership is required, as well as executive search. [Source G06]

JGA Recruitment Group

Why them: An award-winning, specialist HR and Payroll recruitment firm with deep expertise in global and multi-country payroll management across UK & EMEA. [Source G07]

Capabilities: Led by industry veterans, they maintain an active pool of interim payroll leaders ready for immediate deployment while running retained search for permanent hires.

Badenoch + Clark / LHH Executive Search (Adecco Group)

Why them: For large multinational firms needing expansive international coverage combined with deep UK interim practices.

Capabilities: Strong candidate bench for senior financial and operational transformation interims who can manage large global payroll implementations or restructures.

2. Managing the Dual Brief: Best Practices

When briefing your chosen partner, structured alignment between the Interim Brief and the Permanent Brief will save time and ensure seamless continuity:

| Brief Phase | Focus Area | Key Objective |

| --- | --- | --- |

| Interim Cover (Months 1–6) | Operational Stability & Assessment | Keep multi-jurisdictional compliance tight, stabilize operations, audit current systems/vendors, and document processes. |

| Permanent Search (Months 1–3) | Profile & Strategy Alignment | Use early feedback from the interim leader to refine the permanent job spec and ideal candidate profile before market headhunting. |

3. Designing a Workable Handover Strategy

To ensure your interim leader leaves the permanent Head of Global Payroll in a position to succeed, structure the six-month assignment into clear phases:

Month 1: Onboarding & Audit ---> Months 2–4: Stabilization ---> Month 5: Final Search & Selection ---> Month 6: Knowledge Transfer

A. Phase 1: Rapid Onboarding & System Audit (Month 1)

Immediate Handover: The interim takes over day-to-day operations, sign-offs, and relationship management with global vendor partners (e. g., ADP, Safeguard, Papaya).

Gap Analysis: The interim assesses key risks (compliance gaps, software implementation delays, country-specific tax reporting issues) and feeds these insights back to the CFO and talent team to refine the permanent candidate profile.

B. Phase 2: Playbook & Process Documentation (Months 2–4)

Require the interim leader to produce standard operating documentation as part of their deliverables:

Global Vendor Matrix: Service SLAs, contract renewal dates, and key contact directories across all countries.

Global Compliance Calendar: Statutory filing timelines by jurisdiction.

Team & Workload Audit: Performance and resource evaluation for local/regional payroll teams.

C. Phase 3: The Structured Handover Window (Months 5–6)

Overlapping Onboarding: Plan for a 1- to 2-week overlap where both the interim leader and the new permanent Head of Global Payroll are under contract.

Knowledge Transfer Schedule:

Days 1–3: High-level strategic briefing, introduction to key stakeholders (CFO, HR Directors, Tax/Legal), and operational review.

Days 4–7: Vendor introductions and live payroll run walkthroughs across primary jurisdictions.

Days 8–10: Handover of active project risk logs, strategic roadmap, and official sign-off.

Next Steps for Your Talent Team

Engage 2 Partners for Initial Pitches: Pitching Frazer Jones alongside Oakleaf Partnership or Middlemore will give you immediate access to top-tier interim availability while assessing their permanent executive search methodologies. [Source G08]

Dual Contracting: Ensure the interim contract includes a clause for a flexible 2-to-4 week extension option to account for permanent candidate notice periods or visa/relocation timelines.

Would you like assistance drafting the specific deliverables for the interim's statement of work (SOW) or formulating key qualification questions for the executive search brief?