For organisations expanding globally, payroll management becomes increasingly complex. Companies must disburse employee pay accurately and on time while remaining compliant with regulations that differ across countries.

HR departments must evaluate whether to run payroll in-house, fully outsource it, or use a hybrid model. What are the pros and cons of each approach, and how should companies determine what works best for their business?

Understanding Main Payroll Operation Models

In-House Payroll

Handling payroll entirely in-house means the company manages everything internally, including:

The main benefits of insourcing payroll include the following:

However, in-house payroll also requires the following:

In-house payroll works best for large companies with complex global payroll needs and available resources to manage operations internally.

Fully Outsourced Payroll

At the other end of the spectrum, fully outsourcing payroll means a vendor takes responsibility for the following:

Outsourcing can significantly reduce internal technology and staffing costs related to payroll. It also leverages vendor expertise in regulatory compliance.

However, potential downsides to outsourced payroll include:

Outsourcing works well for smaller companies that want to minimise payroll administration headaches and don’t require heavy customisation.

Hybrid In-House and Outsourced Payroll

Rather than a binary choice between insourcing or outsourcing, many companies use a hybrid payroll model:

For example, a company could use SAP SuccessFactors to manage central payroll data and processes but outsource regulatory reporting and final salary payments to a vendor.

The hybrid approach helps balance:

This can be ideal for mid-size companies that want to keep essential software in-house but need more specialists to handle all payroll operations. However, it does require close coordination between internal teams and the outsourcing provider.

Key Factors to Determine the Best Approach

Payroll Complexity and Customisation

Companies with complex payroll requirements, collective bargaining agreements, and needs for high customisation may benefit most from an in-house model using configurable software like SAP, Workday, or Oracle.

Standardised outsourced solutions may need more flexibility for intricate pay rules, unions, job levels, and allowances.

Available Internal Resources

Available HR and IT headcount and expertise are significant factors. Organisations must assess:

Lean teams may prefer outsourcing rather than building capabilities internally.

Data Security and Compliance

For heavily regulated industries like financial services, keeping payroll systems and data in-house may be preferable to reliance on vendors.

Thorough due diligence of outsourcer security protocols, controls, and compliance certifications is essential.

Cost Considerations

While outsourcing reduces HR headcount and software capital expenses, vendor service fees increase over a contract term. Hidden costs may emerge for customisation and add-ons.

Modelling the total cost of ownership over 3-5 years for on-premise vs. outsourced options is recommended.

Upskilling Internal Teams

If outsourcing, companies should still look to train some internal personnel on payroll operations for oversight. If insourcing, consider employing specialists experienced in global payroll platforms.

No Universal Best Approach

The payroll operations decision ultimately depends on factors unique to each company’s business situation. There is no universally best approach.

Both HR and IT should be involved to align priorities like cost, control, and capabilities. As the business grows globally, requirements may shift – so regular reevaluation of the optimal model is recommended.

With the right strategy, organisations can effectively manage multi-country payrolls and remain compliant without becoming overwhelmed.

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