Whereas transformation is focused on driving substantive change in a fundamental area of the business (such as Payroll), change management is about facilitating the journey to a transformed “future state” in a defined aspect of enterprise operations. This CloudPaper is designed to help organizations achieve transformative change in Payroll through a seamless and collaborative process. To download the full report visit: https://www.cloudpay.net/resources/topic/cloudpaper

1. ENSURING A SEAMLESS TRANSITION TO A GLOBAL SOLUTION
CHANGE MANAGEMENT
IN GLOBAL PAYROLL

2. ABOUT
CLOUDPAY
GLOBAL PAYROLL
WITH PERSPECTIVE
CloudPay provides managed global payroll services to multinational organizations through a single,
unified SaaS solution. By delivering end-to-end managed payroll services through an innovative
platform, CloudPay ensures consistent and compliant payroll around the globe while reducing
operating costs and minimizing manual processes.
CloudPay’s services and technology standardize the payroll function across geographies, helping
organizations increase efficiency, streamline compliance, and achieve greater visibility into payroll
performance and costs. The CloudPay solution is backed by deep industry expertise earned over
twenty-plus years delivering services to over 2,400 multinational entities. CloudPay’s solution
guarantees accurate payroll processing across 120+ countries in more than twenty-five languages.
To learn more, visit www.cloudpay.net.

3. CONTENTS
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15
10
6
INTRODUCTION:
Global payroll transformation
LEADERSHIP:
Making the switch a common goal
across the enterprise
MANAGEMENT:
Building out a well-resourced &
collaborative project team
DEFINITION:
Taking the current-state inventory
of an existing payroll landscape
PLANNING:
Strategizing for a successful roll-out
across the enterprise
EXECUTION:
Effecting a well-planned, cooperative
change
IN CLOSING:
A new standard of excellence
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4. 3
Change is rarely easy for multinational organizations. With a global
staff come global concerns and – in the eyes of senior stakeholders –
the potential for global problems: Change one small element of your
operations, the thinking goes, and you risk causing a ripple effect of
disruptions across the enterprise.
Fear of that ripple effect can stagnate progress for even the most
forward-thinking organizations… and nowhere is that fear more
present than in the global payroll function.
Executives, IT professionals, and payroll managers often possess a
deep resistance to switching solutions providers or otherwise
changing their approach to payroll. Even when their service providers
consistently underperform on service level agreements, multinational
companies often re-sign at the end of their contractual terms simply
because they’re scared that shifting to a new approach will create
unnecessary disruption in the Payroll function.
Fear of change, however, should never motivate business decision-
making. In 2017, the global business community is years deep into an
era of continuous change – in which organizations have little choice
but to embrace and react to technological advancements, regulatory
changes, and evolving employee and consumer preferences.
Business success now demands constant adaptation: If a global
company isn’t constantly evolving, improving, expanding, and
responding to challenges, is it really thriving? Or is it stagnating and
marching slowly toward irrelevance?
INTRODUCTION
GLOBAL PAYROLL TRANSFORMATION: The foundation for a growth-focused future

5. 4
GLOBAL PAYROLL TRANSFORMATION: The foundation for a growth-focused future
Investing in organizational change is every company’s most important
growth strategy and most valuable hedge against forces outside its
control. The challenge for business leaders is to effectuate
organizational change – in Payroll and other areas in the enterprise –
without arousing anxiety, doubt, and resistance in the ranks.
Technology & Services: How expanding organizations use resources
more wisely.
By investing in a transformative change in Payroll, an organization is
essentially setting the foundation for a growth-focused global future.
Deploying a holistic global payroll platform – rather than the
outdated payroll processes and systems of a ‘decentralized’ vendor
landscape – can help organizations reduce operating costs, increase
efficiency and productivity, and cultivate better, more useful data
analytics. It can also reduce the amount of internal bandwidth
dedicated to Payroll, allowing companies to allocate more resources
into revenue-focused activities.
The value of using resources more wisely becomes more and more
significant as an organization expands across new global borders,
and faces the challenges of staying compliant with country-specific
laws and regulations. Using a global outsourcing solution minimizes
those challenges, especially when the solution is deployed through a
knowledgeable global partner with technology that automates and
standardizes processes across geographies.
Once an organization has decided, in an affirmative way, to make a
permanent change to comprehensive global payroll, congratulations
are in order: Deciding to invest in the switch is half the battle. The
rest is about ensuring that switch moves as smoothly and effectively
as possible, with a sound and thoughtful change management
strategy behind it.
INTRODUCTION

6. 5
INTRODUCTION
Change Management: Turning a
transformative commitment into action.
Whereas transformation is focused on
driving substantive change in a
fundamental area of the business – such as
Payroll – change management is about
facilitating the organization’s journey to a
transformed “future state” in a defined
aspect of its operations.
This CloudPaper is designed to help
organizations achieve transformative
change in Payroll through a seamless and
collaborative process. As an organization
moves from the later stages of payroll
vendor selection to the early stages of
implementation, there are five areas of
concern they should prioritize to ensure a
successful transition.
1. Leadership: Making the switch a
common goal across the enterprise.
2. Management: Building out a well-
resourced & collaborative project team.
3. Definition: Taking the current-state
inventory of an existing payroll landscape.
4. Planning: Strategizing for a successful
roll-out across the enterprise.
5. Execution: Administrating a well-
planned, cooperative change.
This report will outline the key
considerations of each focus area that are
integral to achieving a successful payroll
solutions change.
It’s worth keeping in mind, however, that
change management is not an ‘A to Z’
process. Rather, it’s a continuous
commitment to embracing and
encouraging meaningful change across the
enterprise.
By following the steps outlined in this
CloudPaper to facilitate a seamless global
payroll transition, organizations can help
make sure that future change initiatives in
Payroll aren’t herculean undertakings –
they’re simply adjustments to existing
practices within a stronger culture of
change.
GLOBAL PAYROLL TRANSFORMATION: The foundation for a growth-focused future

7. LEADERSHIP:
MAKING THE SWITCH
A COMMON
GOAL ACROSS THE
ENTERPRISE
While effective change management in Payroll requires an
ongoing, concurrent focus on all five of the focus areas we’ll
discuss in this CloudPaper, leadership is an aspect of change
management that must be addressed up front for organizations to
achieve success.
A strong sense of leadership and advocacy for a solutions switch
should be in place as soon as an organization begins pursuing a
global payroll services provider – even before there is firm
organizational buy-in around which vendor the entity prefers. The
two keys to effective leadership in the payroll-change process are
executive management and project management.
PART 1
6

8. LEADERSHIP: Making the switch a common goal across the enterprise
7
PART 1
In the Management section, we’ll discuss
which individual within an organization is
best suited for the role of Project Manager
and how that person should build out his or
her supporting team. Yet, especially when it
comes to earning the support of local
payroll teams, the high-level involvement of
a C-level executive is crucial to the Project
Manager’s success.
Top-Down Support: The number one key to
change management success
Why is executive participation in the payroll
change so important? Because Payroll
impacts every employee in a global
business, including many employees (across
many geographies) who may be reluctant to
abandon their existing norms and
knowledge base with the current software
and/or services.
Among any international locations with their
own in-house payroll teams, for example, a
new solution may result in a change of roles,
responsibilities, or expectations – especially
around meeting more specific and auditable
deadlines through an end-to-end solution.
Without strong leadership advocating for
the switch, employees are unlikely to see the
selection and implementation of a global
solution as a common goal they should
support. As a result, employees’ behavioral
resistance to the change may dampen
enterprise-wide enthusiasm for the potential
benefits (or worse, stall the project
altogether).
In addition, it can be very easy for
stakeholders at all organizational levels to
underestimate the depth, breadth, and
impact of a change in Payroll. If companies
neglect to respect the significance of the
change, or to prepare their employees for
the impact, the implementation and
onboarding phases can take far longer than
necessary.
It can be very easy for stakeholders at
all organizational levels to
underestimate the depth, breadth, and
impact of a change in Payroll.

9. LEADERSHIP: Making the switch a common goal across the enterprise
8
PART 1
When a trusted executive or senior manager
advocates for the value, impact, and
necessity of a move to global payroll, the
organization’s Project Manager and team are
more likely to win the support and
collaboration of all affected parties across
the enterprise – spanning multiple
departments and global locations.
Having an authority figure on the project
team creates other advantages, as well. For
one, it can help ensure cross-functional
participation in the later implementation and
onboarding processes. The HR, IT, and
Compliance functions will need to
contribute data and resources to the new
payroll solutions provider down the line; an
executive’s involvement is often integral to
ensuring successful interdepartmental
cooperation.
In addition, an executive advocate can inject
a heightened sense of accountability into
the overall change – helping keep all
involved internal staff, vendor/provider
representatives, and third-party consultants
or contractors on-task and on-schedule.
Who should lead executive management of
the change?
The Executive Lead or Executive Advocate
for a payroll change initiative should have a
sincere and vested interest in the success,
performance, and deliverables of the Payroll
function.
That individual may be a Chief Financial
Officer, VP of Human Resources, Chief
People Officer, or otherwise. In fact, the
person’s department, role, and title are far
less important than his or her qualifications
and respect for the responsibilities of the
change management process.
An executive advocate can inject a
heightened sense of accountability into
the overall change.

10. PART 1
9
Understands the
‘why’ behind the
change:
Whether the overall
goal is to lower costs,
increase payroll
efficiency, meet
organizational
expansion plans, or all
of the above, your
Executive Lead
should be able to
articulate the ‘why’
and see the value
behind the change.
Is eager to realize and
evangelize new
benefits:
With a forward-
thinking attitude,
your Executive Lead
should not only
support the change
but champion it
internally.
Will be reachable
throughout the
process:
The executive you
can never seem to
get a hold of should
not be placed on a
project of this scope.
Make sure your
Executive Advocate
has the time, interest,
and availability to
take a sincere
leadership role.
Can collaborate with
the Project Manager:
Sometimes, it comes
down to personality.
Make sure the
individuals you place
in leadership roles on
your payroll-change
team can work
together efficiently
and cooperatively.
RESPONSIBILITIES
The ideal executive advocate for a
payroll change initiative is an individual
with the global authority required to:
1. oversee overall project status and
progress at the global level;
2. serve as the top individual on the
escalation path in the event of
incidents or issues;
3. make any global decisions beyond
the Project Manager’s scope, when
necessary; and
4. handle the management of any
global issues related to working with
geographically dispersed employees
and partners.
LEADERSHIP: Making the switch a common goal across the enterprise
QUALITIES
To select the best executive advocate for your change management strategy, consider which
stakeholder in your C-suite:

11. MANAGEMENT:
BUILDING OUT A
WELL-RESOURCED &
COLLABORATIVE
PROJECT TEAM
Once an organization has an Executive Lead prepared to take a
top-down role in the payroll change initiative, it can build out a
larger change management team.
Beginning with the selection of a Project Manager, your
organization’s investment in establishing strong management and
governance is hugely important to the other aspects of change
management – Definition, Planning, and Execution – that will be
discussed in the rest of this resource. (Ultimately, the team you
establish will handle all three!)
PART 2
10

12. Processes and consolidates all
global payrolls. A scalable and fully
compliant single-contract payroll
solution, it is accessible anytime
and anywhere, with industry
leading features that improve labor
distribution and visibility into your
payroll costs.
Goes beyond typical payroll
reporting, helping uncover new
insights that drive strategic value.
CloudPay Analytics continues to
expand its dashboard of
predictive analytics that provide
the underlying information
needed to improve efficiencies,
optimize costs and ensure
continuous compliance.
Automatically issues accurate and
compliant payments, directly from
CloudPay Payroll, to all of your
employees and third parties.
Manages secure communications
for all process participants,
including any local vendors. With a
real-time “chat” function,
questions, changes and requests
are managed instantaneously
through dedicated teams in our
seven global service centers.
Automates and standardizes all
payroll and payments processes,
regardless of the country, and
provides key data that identifies
opportunities for process
improvement and performance
measurement.
Is a framework that standardizes
how employee, demographic and
payroll data is imported by
CloudPay from a wide range of
external sources, including HRM
platforms such as Workday,
Success Factors and PeopleSoft.
REDUCE OPERATIONAL COSTS
Remove complexity and reliance on multiple
platforms while optimizing how you staff
payroll.
Increase operational efficiency by storing and
analyzing all of your payroll data in a single
solution.
Reduce overall payroll processing costs and
errors to improve your business performance.
THE CLOUDPAY SOLUTION
THERE IS GREAT POTENTIAL IN PAYROLL. COME FIND IT.
WHY CLOUDPAY?
TRUST YOUR PAYROLL
Have confidence with our fully compliant,
highly secure payroll solution and our skilled
subject matter experts.
Minimize the risk of non-compliance with
local and statutory regulations, and a fully
integrated compliance interface.
Maintain greater internal governance.
FOCUS ON YOUR BUSINESS
Gain the freedom to focus on your core
business with the reliability, simplicity,
and assurance you get with CloudPay’s
integrated global payroll solution.
Harness more accurate global insights to
improve your business performance with our
interactive dashboards.