{"id":19086,"date":"2024-06-17T11:06:47","date_gmt":"2024-06-17T09:06:47","guid":{"rendered":"https:\/\/pre.althea-groupe.com\/nos-solutions\/personnel-administration-and-payroll\/hr-administration-and-payroll\/"},"modified":"2026-07-29T15:29:14","modified_gmt":"2026-07-29T13:29:14","slug":"hr-administration-and-payroll","status":"publish","type":"solution","link":"https:\/\/preprod.althea-groupe.com\/en\/nos-solutions\/hr\/personnel-administration-and-payroll\/hr-administration-and-payroll\/","title":{"rendered":"HR administration and payroll"},"content":{"rendered":"\n

HR administration and payroll are essential HR processes, whether managed in-house or outsourced<\/a>. In this area, the key challenges for HR Directors, HR administration<\/a> teams and payroll teams are: <\/p>\n\n\n\n

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  1. Compliance<\/strong>: ensuring accurate payroll for employees and statutory reporting to public authorities, while managing the risk of payroll adjustments and regulatory reassessments.<\/li>\n\n\n\n
  2. Efficiency of HR administration processes<\/strong>: digitising processes, improving the user experience and leveraging the contribution of ERM (Employee Relationship Management) tools, optimising processes and automating them through RPA (Robotic Process Automation).<\/li>\n\n\n\n
  3. Payroll efficiency:<\/strong> improving organisational performance, optimising processes and leveraging the contribution of artificial intelligence, optimising costs, and ensuring high service quality for employees and internal customers.<\/li>\n\n\n\n
  4. Performance Management ou Governance<\/strong>: putting in place the prerequisites for continuous improvement processes through performance indicators(payslip costs, employee NPS, shared service centre response times, etc.).<\/li>\n\n\n\n
  5. Flexibility<\/strong>: relying on an organisation and tools capable of anticipating the company\u2019s growth and changes, and enabling business transformations (carve-in\/-out, etc.).<\/li>\n\n\n\n
  6. International<\/strong>: implementing a scalable organisation and tools to pool resources at Group level.<\/li>\n<\/ol>\n\n\n\n
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    Effectively steer your HR administration and payroll strategy!<\/h2>\n\n\n\n

    We are here to support you.<\/p>\n<\/div><\/div>\n\n\n\n

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    Contact us<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n
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    Alth\u00e9a\u2019s perspective on the evolution of HR administration and payroll<\/h2>\n\n\n\n

    At Alth\u00e9a, we observe that, following the advent of Payroll Shared Service Centres, the rise of outsourcing and the improvement of HRIS tools, HR administration and payroll teams will have to meet new challenges\u2014often linked to economic pressures and the labour market\u2014in a context of regulatory instability.<\/p>\n\n\n\n

    However, our conviction regarding the evolution of this function is based on the following major trends:<\/p>\n\n\n\n

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    • The acceleration of corporate changes<\/strong>, which will require HR administration\/payroll to structure their activities around anticipation<\/li>\n\n\n\n
    • The acceleration of BPO<\/strong>, due to the difficulty of recruiting\/retaining payroll professionals and the desire to outsource a support function<\/li>\n\n\n\n
    • The role of HR administration<\/strong> in the company\u2019s attractiveness, through tthe deployment of modern tools that improve the employee experience<\/li>\n\n\n\n
    • The contribution of artificial intelligence<\/strong> in securing and automating repetitive tasks and improving HR data management<\/li>\n<\/ul>\n\n\n\n

      Alth\u00e9a supports its clients across all of these challenges and developments, drawing on the expertise and know-how of its consultants and on methodologies developed through various assignments for CAC 40 and mid-market companies, as well as local and ministerial administrations.<\/p>\n\n\n\n

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      Key figures<\/h2>\n
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      Consultants<\/p>\n <\/div>\n

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      from software vendors, system integrators, payroll departments and BPO providers.<\/p>\n <\/div>\n <\/div>\n

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      projects per year<\/p>\n <\/div>\n

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      HR\/HRIS master plans, solution selection, HRIS project management assistance, payroll white papers, operational support and payroll assessments.<\/p>\n <\/div>\n <\/div>\n

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      \n 0<\/span>\n <\/div>\n

      articles per year<\/p>\n <\/div>\n

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      Analysis of new regulations, payroll trends, and the role of AI in the future of payroll.<\/p>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n \n\n\n

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      References<\/h2>\n\n\n
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      For an international media company<\/h3>\n

      2 000 employees<\/p>\n <\/div>\n

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      Process analysis, support with selection and HRIS project management assistance (AMOA) with France Payroll and Core HR, international HR \u2013 talent management<\/p>\n\n\n\n

      The company operates in 150 countries. Following the planned obsolescence of its HRIS tools\u2014primarily the France payroll solution\u2014it decided to launch a project to simplify and harmonise HR processes worldwide<\/strong> through a Core HR solution, while also modernising and securing payroll by avoiding duplicate data entry. To achieve this, Alth\u00e9a supported the company with process analysis, the tender process to select the France payroll solution and the Core HR\/talent management solution. The support was structured around the following activities: project scoping, process formalisation, benchmarking of market HRIS solutions, drafting the requirements specification, preparing the tender with software vendors\/integrators, organising vendor presentations and supporting the selection, and support during project phases with the progressive rollout of modules worldwide. <\/p>\n\n <\/div>\n <\/div>\n <\/div>\n

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