Services
Payroll risk and continuity advisory for executive teams.
Three ways we protect your payroll: diagnose where it is exposed, fix what matters most, and protect it as your organization changes. Every engagement starts with a complimentary strategy session.
Step 1 · Diagnose
Payroll Risk & Continuity Review
An independent answer to the question every executive team should be able to answer: is payroll actually under control, or is it being held together by a few people?
What we answer
- Where is payroll currently exposed?
- What depends on individual people instead of documented structure?
- Where are ownership, access, approval, or verification unclear?
- What could affect employees, cash, reporting, deadlines, or continuity?
- What should leadership fix first, and who should own it?
What leadership receives
- Executive Payroll Risk Brief
- Key-Person Dependency Map
- Payroll Authority and Segregation Matrix
- Critical Deadline and Ownership Map
- Documentation and Backup Coverage Inventory
- Leadership Transition Readiness Review
- Executive Escalation Protocol
- Prioritized 30/60/90 Stabilization Roadmap
- Executive presentation of findings
Every Review is scoped to your organization. You receive a clear written proposal before any work begins.
Book a Complimentary Strategy SessionStep 2 · Fix
Payroll Stabilization Sprint
Installs what the Review found missing, so the fixes are owned and working, not sitting in a report.
What gets installed
- Decision ownership across payroll, HR, finance, and IT
- Escalation protocols leadership can actually use
- Documentation plans for critical processes
- Backup coverage requirements for key roles
- A governance review cadence
When it fits
- The Review surfaced urgent or concentrated exposure
- A payroll leader has left or is about to
- A system change, acquisition, or year-end is approaching
Scoped according to organizational complexity, urgency, systems, locations, and leadership needs.
Step 3 · Protect · Ongoing Advisory
The Payroll Continuity Office
Your independent executive layer for payroll risk and governance.
What is included
- Standing advisory access for leadership
- Transition support when payroll leaders change
- New-leader onboarding and mentoring
- Year-end readiness and oversight
- Periodic governance check-ins against the roadmap
Who it is for
- Organizations that want payroll risk watched, not rediscovered
- Leadership teams without a senior payroll voice at the table
For California Employers
California Payroll Resilience Readiness Review
Most PAGA exposure starts with an ordinary payroll process: a timekeeping practice, a late HR handoff, a compensation workflow, or a policy that no longer matches daily behavior.
Under the 2024 PAGA reforms, for notices filed on or after June 19, 2024, employers who can show they took all reasonable steps may qualify for reduced maximum penalties: 15% when qualifying steps were already underway before notice, or 30% when qualifying steps begin within 60 days after notice.
Before a notice
- Identify weak handoffs between HR, operations, and payroll
- Test the evidence behind pay practices
- Build a prioritized corrective-action roadmap
After a notice or claim
- Trace root causes in the payroll data and process
- Support data gathering and correction
- Build sustainable controls, alongside employment counsel
Workforce Integrity Partners provides payroll operations and business-risk advisory services, not legal advice, legal-compliance determinations, or guaranteed claim prevention. Employment counsel interprets the law and directs legal strategy.
Frequently asked questions.
Who is Workforce Integrity Partners for?
CFOs, CHROs, controllers, and executive teams who need an independent view of payroll risk. Our work fits best for organizations with 100 or more employees, multiple payroll stakeholders, or a payroll function going through change.
What is a Payroll Risk & Continuity Review?
An independent, executive-level engagement that shows leadership where payroll is exposed, what depends on individual people, where ownership and approvals are unclear, and what to fix first. It ends with an executive presentation and a prioritized 30/60/90 stabilization roadmap.
What does it cost?
Every organization is different, so every engagement is scoped to your size, locations, systems, and urgency. After a complimentary strategy session, you receive a clear written proposal with scope and investment before any work begins.
Do you run payroll or replace our payroll provider?
No. We do not run payroll, sell software, or place staff. We give leadership an independent view of the risk, then help install the ownership, controls, documentation, and coverage that keep payroll running.
Do you work with employment attorneys on PAGA matters?
Yes. Before a notice, we help California employers find and correct payroll weaknesses. After a notice or claim, we trace root causes and support correction while employment counsel leads legal strategy. We do not provide legal advice.
Where are you located?
We are based in Rocklin, California, and work with employers in Sacramento, the San Francisco Bay Area, across California, and nationwide. Engagements can be delivered on site or remotely.
How do we get started?
Book a complimentary 30-minute Payroll Resilience Strategy Session with a senior advisor. We identify what changed, clarify the most immediate exposure, and recommend the logical next step, whether or not it involves us.
Get a clear view of what is putting payroll at risk.
Thirty minutes with a senior advisor. Complimentary, focused, and confidential. You will leave with an initial perspective on the exposure, its urgency, and the most logical path forward.
Book a Complimentary Strategy Session
Not ready to talk? Take the Payroll Resilience Score Download the 2026 Payroll Executive Brief