JGA STUDY · SAVED-TEXT EVIDENCE EXPORT Original answer wording and recorded date preserved. Answer ID: S10-D-gemini-r2 Recorded UTC: 2026-10-21T20:30:56.119Z 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 CFO needs six months of UK-based global payroll leadership cover, while our talent team recruits the permanent head. Which recruitment partners could handle both senior briefs and help us plan a workable handover? FULL SAVED ANSWER 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? 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