Internal Policy Updates: Role of Change Management in BAU Payroll

Effective change management is vital in payroll processes, even when no system or vendor changes occur, to ensure Business As Usual (BAU) is carried out smoothly. In our previous blog, we discussed the importance of change management in the context of external factors that can impact payroll processes. Now, let's delve into how internal changes within an organization can also affect payroll calculations and require effective change management strategies.

From updates in HR systems to the introduction of new pay elements, internal changes can have a significant impact on payroll systems. To ensure accuracy and compliance, organizations must have robust change management processes in place that facilitate collaboration between different departments and ensure seamless implementation of these changes.

Changes from Internal Teams

A payroll system is affected when changes are made by other departments, such as when finance updates the General Ledger (GL) system and requires a new GL file format from the payroll team when the HR department updates the HRIS, Time, Absence, or other systems, or a new pay element is added.

The payroll team must collaborate closely with these departments to ensure the necessary adjustments are made in the payroll system and change management must ensure seamless communication between all the departments.

Here are a few examples of how changes in different departments can impact payroll calculations and how change management can help:

Pay Element Changes

When a new pay element is added, there are several important steps to ensure the change is implemented smoothly.

What needs to be communicated: It's essential to inform employees about the new pay element and how it will affect their overall compensation. Change management must clarify whether this is a one-time addition or a permanent change to their pay.

Who should be communicated to: Determine if the new pay element impacts all employees or a specific group. For example, if a new pay element is related to “Retention of Customer” and applies only to Customer Success Managers (CSMs) or Sales representatives, change management must ensure this is communicated only to those roles to avoid confusion among other employees.

When a new pay element is added or changes are made to an existing one, it's essential for change management to check the following:

• The pay element is correctly represented in the pay register.
• The pay element is calculated as required.
• The pay element value appears accurately in the net pay and bank file.
• The pay element is properly represented in the GL/JV file.
• The pay element value is included in employee contributions and reflected in government reports.
• Employer contribution calculations related to the pay element are accurate in government reports.
• All relevant internal reports are generated correctly after incorporating the new pay element values.

By thoroughly verifying these aspects, organizations can ensure that any changes to pay elements are accurately implemented, maintaining compliance and preventing payroll errors.

Policy Changes

• Benefits Modifications

When there are changes in benefits offerings, such as healthcare plans or retirement contributions, change management ensures that payroll systems are updated to accurately reflect the new deduction amounts. This prevents errors in employee paychecks and maintains compliance with regulatory requirements.

• Compensation Adjustments:

Even annual compensation changes, such as those from appraisals, are a crucial part of change management. HR teams typically inform employees about when the new salary will take effect and whether there will be any arrears. To ensure a smooth transition, change management must ensure payroll teams collaborate with HR to make sure the following steps are covered:

1. The new compensation details, along with effective dates, are shared with the payroll team to update in the payroll system or are interfaced from the HRIS system.
2. The payroll team processes the payroll with the updated information.
3. Outputs are validated to ensure all compensation changes are accurately reflected.
4. Variance analysis is conducted to identify anomalies, ensuring compliance changes are not mistaken for errors. This is where an AI-enabled payroll system can greatly simplify the process for payroll processors.

By following these steps, organizations can ensure a seamless transition during appraisal periods and maintain compliance.

• Leave Policies:

For updates to leave policies, such as changes in vacation, sick leave, or parental leave, change management ensures that payroll systems are adjusted to comply with the new policies. This includes recalculating accruals and deductions to match the updated leave entitlements.

Conclusion

In the BAU stage of payroll, change management plays a crucial role in maintaining smooth operations. Even without a major transition in payroll systems or vendors, adjustments from other departments require careful management and timely communication. Proactive change management is vital for adapting to these changes, updating payroll systems, and informing employees of any impacts on their salaries or benefits. Organizations can prevent disruptions, maintain positive employee experience, and uphold compliance with regulatory requirements by ensuring clear communication and coordination among all stakeholders.