Payroll and HR support for your company
Payroll · HR · Organisation
Prepare payroll, follow employment reporting obligations and organise your team’s information.
An engagement adapted to your organisation
Payroll quality depends as much on the information received as on producing payslips. A new starter, absence, bonus or change in working time must be communicated, checked and processed at the appropriate time. We agree the data flow, responsible contacts and validation timetable with you.
At the start of the engagement
We review headcount, contracts, the applicable collective agreement, social protection bodies, supplementary benefit arrangements and existing tools. When taking over a file, previous payslips and submissions help identify the information needed for continuity.
The scope may include payslips, social reporting, contract-related work and a review of processes. Specific matters are defined separately with the appropriate professionals.
An organised payroll cycle
- Collect variables: working time, absences, leave, bonuses, benefits and monthly events.
- Resolve questions: missing information, inconsistencies and changes requiring documentation.
- Prepare and validate: payslips and control information according to the agreed responsibilities.
- Report: submissions within scope, review of responses and any corrections.
- Connect with accounting: expense, liability and payment information needed for reconciliation.
The French DSN social declaration centralises information for social protection bodies. Its processing requires data consistent with payroll and employee events.
An example: an employee starts mid-month
The start date, pay, working time and contractual terms must be identified before processing. Hiring formalities have their own timetable and involve more than producing the first payslip. The official guide to hiring formalities includes the pre-employment declaration.
A shared timetable specifies who provides information, who validates it and which questions need to be resolved before the employee arrives.
Support your team and directors
Requirements evolve with headcount: a first hire, organising payroll variables, absence tracking, contract changes or preparation for discussions with social protection bodies. The firm can help structure the information and coordinate work with your team.
Anticipate costs and deadlines
Recruitment needs to be included in business forecasts, with remuneration and associated costs assessed. For a growth project, our director advisory page explains how hiring assumptions connect with cash requirements.
Choices about director remuneration and distributions are examined against the individual’s and company’s circumstances. They cannot be determined by a generic comparison of rates. Additional requirements are defined within an appropriate engagement.
What information helps prepare a proposal?
Headcount by establishment, the collective agreement, contract types, variable pay elements and current tools help establish the scope. Include planned hires, difficulties encountered and work you wish to retain internally.
Who validates monthly information?
The process is agreed at onboarding: the contact providing variables, the authorised reviewer and the expected response date. Information supplied late or changed after approval needs to be identified so that its processing can be organised.
Can we keep our leave and time-tracking tools?
We examine available exports and controls before proposing a change. The aim is to reduce re-entry while retaining a record of approved data and corrections.
How are specialist HR questions handled?
Employee representation, occupational risk documentation and particular legal situations may require specialist partners. Their contribution and the firm’s role are defined for the matter concerned.
To connect payroll with the wider accounts, explore our accounting support. If your organisation involves an overseas head office, also read about services for international businesses.