A recognized leader in the payroll profession, Stephanie is an active volunteer with PayrollOrg (formerly the American Payroll Association). She serves as a Director and contributes her expertise as a member of the Board of Contributing Writers, Emerging Technologies Subcommittee of the Strategic Payroll Leadership Task Force (SPLTF), Government Relations Task Force (GRTF), and National Speakers Bureau.
Stephanie is also actively involved with the Virginia Statewide Payroll Conference, where she has served in multiple leadership roles supporting payroll education and professional development. She is a frequent speaker on payroll compliance, leadership, and emerging technologies, and is passionate about advancing the payroll profession through education, innovation, and strategic collaboration.
Q. How do you see AI and automation reshaping global payroll processes in the next five years? What opportunities and challenges do you foresee?
While artificial intelligence (AI) is promoted as the solution to organizational challenges, the C-suite must have a strong business case for the use of such robust technology. Will the implementation improve quality, speed, cost, or customer service?
AI used as a tool for “real-time data” results in proactive decision-making. When done right, AI can simplify the complexity of a global footprint. Challenges will include governance and compliance.
Executives are struggling to balance the use of AI in multiple areas of their business operations with responsibility and proper controls. Many organizations report that employees are using AI before policies and governance are in place.
Q. How can payroll data be leveraged to inform executive-level decision-making across the organization?
Payroll holds the largest source of workforce data in the organization. When partnered with other departments, such as HR and finance, it provides insight into financially sound decisions, reduces risk, and helps achieve the organization’s goals.
For example, the data in payroll can identify pay inequities and support an organization’s workforce investment initiative.
Q. Can you share an example of a time you successfully integrated payroll insights into a broader corporate strategy? What was the impact?
While developing the next generation of payroll software, I advocated for the payroll team’s contribution to the modernization project to ensure a smooth transition. The team’s inclusion reduced anxiety and produced high process efficiencies from day one.
Q. How do you maintain alignment between payroll goals and overall business objectives, especially during periods of rapid organizational change?
The lines of communication must stay open and constant to ensure everyone is on the same page and that everyone is being heard. This is in fact a continual process that involves the alignment of an organization’s strategic priorities while maintaining a strong partnership with stakeholders.
Q. How do you anticipate the role of payroll leadership evolving with the growing prevalence of decentralized, hybrid workforces?
Payroll leadership remains elevated, as it is the most direct and tangible measure of an organization’s commitment to its employees. Payroll is the lifeline of an organization’s workforce and, as a result, contributes to its strategic evolution to meet the needs of the organization and its employees.
Q. How do you balance the need for cost efficiency with the demand for employee satisfaction in payroll operations?
Cost efficiency and employee satisfaction are complementary when supported by intelligent technology. Leveraging technology and AI-driven capabilities eliminates manual processes, reduces errors, and streamlines workflow. Platforms that provide 24/7 self-service tools result in faster response times at employees’ convenience. Accuracy is the foundation of employee satisfaction.
Q. It’s uncommon to find a payroll expert in a C-suite role. What advice do you have for others who want to follow in your footsteps?
Payroll leaders have not always been as sought after, but this has shifted in recent years, and that is a good thing. My advice for others is to focus on gaining a broad understanding of the entire business operation. As strategic business partners, payroll professionals are expected to contribute to the resolution of broader business objectives.
Also, never stop learning and develop an executive mindset focused on risk, opportunity, and financial insight.
Q. What leadership qualities do you think are essential for payroll executives to influence C-suite priorities effectively?
One of the most important qualities of a payroll executive is the ability to effectively articulate complex issues, in terms of business impact, and earn the professional respect of executive leadership. It is critical to become a trusted advisor.
Q. What has the emotional experience of being an executive leader in payroll meant to you?
One of the most rewarding aspects for executive leaders is witnessing the evolution of payroll from a back-office function into a strategic business partner. Being recognized as a critical stakeholder and gaining executives’ trust is both inspiring and fulfilling.