Implementing an aggregator model will increase control of an organization’s global payroll operations and can provide cost savings, but getting there requires a firm grasp of your requirements.
During the GPMI webinar “Global Payroll: Implementing an Aggregator Model,” Joe Almodovar, Senior Director of Global HRIS, Payroll, and Knowledge Management with global management consulting firm AT Kearney, unveiled the lessons he learned about using an aggregator.
In an aggregator model, the user interface looks and operates the same no matter where across the globe the user is located, Almodovar explained.
Behind the scenes, however, the aggregator effectively sub-contracts the actual payroll processing to its network of in-country partners (ICPs)—entities that provide local expertise in cultural and regulatory norms by virtue of their operation in a single location.
Prior to finding an aggregator, AT Kearney’s payroll offices in 10 Asian countries managed themselves.
“We don’t want 10 files coming back to us,” he said. “We want one file coming out of that common user interface that will consolidate all 10 countries and then move it to our finance and HR systems."
AT Kearney’s primary purpose in seeking an aggregator was tightening payroll controls.
“Once we eliminate manual entry and let the system do the work, it prevents manual manipulation of any of the data, files, or reports,” Almodovar said.
The wide-ranging webinar covered vendor selection, implementation, and lessons learned. Among his key takeaways, Almodovar urged his audience to: