JGA STUDY · SAVED-TEXT EVIDENCE EXPORT Original answer wording and recorded date preserved. Answer ID: S06-D-gemini-r2 Recorded UTC: 2026-10-21T06:22:58.009Z Product: Gemini Observation: 2 Collection country: UK Access: Dedicated signed-in / Free Model label: Gemini Auto Mode: Free; native Temporary chat; Gemini Auto EXACT QUESTION Our country payroll teams will stay in place, but we need a permanent UK-based Global Payroll Director to take accountability for controls and recurring payroll failures. Which search firms should our CFO and CHRO consider for that leadership appointment? FULL SAVED ANSWER To successfully hire a permanent UK-based Global Payroll Director who can resolve recurring payroll failures and establish robust global controls, your CFO and CHRO should look for executive search firms that specialize in the intersection of Finance Operations, HR Transformation, and Global Governance . Because this specific mandate sits right at the intersection of Finance (controls, compliance, risk) and HR (employee experience, talent retention), firms that understand both functional sides are best equipped to identify the right operational leader. 1. Specialist HR & Reward Search Boutique Firms Best for finding proven Global HR & Payroll Leaders with complex multi-country experience. Carter Morris (Global HR Executive Search): Why consider: A UK-headquartered specialist search boutique dedicated exclusively to executive HR, Reward, Global Mobility, and Shared Services roles across global footprints. They excel at sourcing cross-border leaders accustomed to complex matrix environments and global governance. Frazer Jones: Why consider: Part of The Specialist Recruitment Group, Frazer Jones is one of the premier executive search practices focusing specifically on HR, Total Rewards, and HR Operations/Payroll globally. They have deep networks among UK-based global reward and payroll directors who specialize in operational turnarounds. 2. Finance & HR Operations Executive Search Firms *Best for focusingTo appoint a permanent, UK-based Global Payroll Director with a strong mandate around governance, risk, controls, and operational transformation, your CFO and CHRO should look at executive search firms that combine HR & Payroll leadership practice groups with strong Finance & Operations governance experience . Because this role specifically focuses on accountability, risk, and control remediation , the best partners fall into three primary categories: 1. Premier HR & Finance Executive Search Specialists These boutique and specialist executive search firms are widely recognized in the UK for placing heavyweights across global HR, reward, and corporate governance functions. Frazer Jones Why Consider: A global leader in HR and reward executive search. They have dedicated practice groups specifically covering Global Payroll, Shared Services, and HR Transformation leadership across multinational organizations. Best For: Access to high-caliber, career payroll directors who specialize in complex, multi-jurisdictional operating models. Oakleaf Partnership Why Consider: One of the UK’s premier specialists in HR, Reward, and Payroll recruitment. Their Executive Search practice handles high-profile leadership mandates, particularly where payroll governance and operational restructuring are required. Best For: Strong UK talent network with deep expertise in payroll transformation and compliance leadership. Brewer Morris / The SR Group Why Consider: While historically strong in Tax, Treasury, and Finance, Brewer Morris (part of The SR Group alongside Frazer Jones) routinely partners on senior finance-adjacent governance roles like Global Payroll Operations and Compliance Directors. Best For: Roles where payroll sits under the CFO/Finance banner and requires heavy financial control expertise. 2. Big-Four & Professional Services Executive Search If your primary concern is fixing recurring compliance failures, internal audit gaps, and risk management, executive search arms linked to advisory/transformation firms are exceptional. PwC / EY / Deloitte Executive Search Why Consider: Major professional services firms have dedicated senior executive recruitment practices. They deeply understand global payroll compliance, tax legislation, statutory filings, and enterprise risk. Best For: Candidates who have proven experience leading remediation programs, navigating complex global audits, and fixing control failures. 3. Global Tier-1 Executive Search Firms For large-cap or matrixed multinationals where stakeholder management across the C-suite (CFO, CHRO, CIO) is crucial, global executive search firms offer international reach and board-level credibility. Korn Ferry Why Consider: Holds the world’s largest practice dedicated to Human Capital, Shared Services, and Organizational Transformation. They excel at placing leaders who sit at the intersection of HR strategy and finance operations. Heidrick & Struggles / Spencer Stuart Why Consider: Best suited if this Global Payroll Director role is framed as a high-stakes corporate governance or shared-services transformation executive reporting directly to the C-suite in a FTSE 100 or Fortune 500 company. Strategic Selection Criteria for the CFO & CHRO When evaluating search firm proposals for this specific mandate, ask candidates to address the following: | Evaluation Area | Key Question for Search Firm | | --- | --- | | Control & Governance Focus | "Can you demonstrate recent placements of directors who fixed operational failures, rather than just managed steady-state payroll?" | | Hybrid Expertise | "How do you assess candidates for both CFO priorities (controls, audit, tax compliance) and CHRO priorities (employee experience, local team engagement)?" | | Vendor & Tech Remediation | "Do the candidates in your network have experience managing decentralized country teams alongside global vendors (e.g., ADP, Workday, Dayforce)?" | Next Steps & Recommendation 1. Shortlist 3 Firms: Consider issuing a brief RFP to Frazer Jones (HR/Payroll focus), Oakleaf Executive (Payroll specialist), and a Big Four Executive Search practice (Audit/Risk focus) to compare candidate access and methodology. 2. Clarify Reporting Line: Ensure the job description clarifies whether this role reports to the Finance function (CFO) or HR function (CHRO), as this will dictate whether a Finance-led search firm or an HR-led search firm is best suited to lead the mandate. Would you like assistance drafting key competency requirements or performance metrics (KPIs) for this candidate's first 90 days to include in the search firm brief? SOURCES