Payroll compliance. Find the gaps. Strengthen the controls.
Practical reviews led by Rebecca Wade
Understand where payroll errors come from, which controls need attention and what to fix first. The Payroll Studio reviews payroll compliance risks across your people, policies, processes, data and systems, then helps turn findings into action.
Rebecca Wade brings deep compliance and governance experience and an established Australian payroll network. We work with your team and bring in specialist expertise where the agreed review needs it.
What is prompting your review?
Errors keep coming back
Underpayments, overpayments or repeated adjustments suggest an underlying issue. Understand the drivers and the controls needed to detect or prevent recurrence.
Leaders need a clearer picture
HR, Finance and Payroll need evidence of what is working, where exposure remains and which decisions require executive attention.
Your organisation is changing
A new system, acquisition, restructure or key-person departure can expose weak handoffs. Review the people, data and processes affected before gaps grow.
What we review
The review is tailored to your concerns, available evidence and agreed scope.
Leave with a practical action plan
The agreed engagement can deliver:
- A risk and control register: findings, supporting evidence, affected processes and current controls.
- Prioritised actions: urgent decisions and practical priorities for the next 90 days.
- Clear ownership: accountable people, dependencies and escalation routes across teams.
- An executive briefing: the issues leaders need to understand and the decisions they need to make.
- Closure criteria: the testing and evidence needed to show that a corrective action works.
Findings should lead to a decision, an owner and a next step. We can also support implementation of governance improvements or coordinate a remediation program where underpayments are identified.
What happens in a payroll risk review
1. Agree the questions and scope. Discuss your concerns, entities, systems, teams and available evidence. Set boundaries, access requirements, deliverables and timing before work begins.
2. Follow the process and evidence. Review the agreed records, speak with the people responsible and trace the handoffs that influence pay. Record limitations and matters needing specialist assessment.
3. Prioritise findings with your team. Distinguish confirmed issues from potential risks, agree owners and identify urgent decisions alongside longer-term control improvements.
4. Support the next steps. Help translate findings into action, with follow-up support agreed to suit your needs.
For example, a role change may pass through HR, a manager and Payroll without anyone confirming whether the employee’s classification needs review. We help identify where the decision or handoff is unclear, who needs to act and what evidence would show the revised process is working.
Experience that connects findings with delivery
Rebecca Wade brings 18 years of payroll experience, including leadership roles and three years focused on compliance at Yellow Canary. Her work connects payroll findings with governance, validation and the practical changes teams need to make.
Her industry relationships help TPS engage the right expertise at the right stage. We can work with your existing advisers and technology providers or coordinate suitable partners for specialist calculations, legal interpretation, tax or system questions. Their scope and responsibilities are agreed before work begins.
Explore our end-to-end payroll remediation services if an underpayment is already known, or payroll governance framework support to strengthen ongoing accountability.
Resources for your payroll team
Read our payroll compliance guide to understand the review questions, and our payroll governance guide for accountability and controls. If a known underpayment needs action, use the remediation checklist.