What We Need

Corpay is currently looking to hire a Sr. Director, Global Payroll, within our Corpay Corporate division. This position falls under our Human Resources line of business and is located in Atlanta, GA. In this role, you will be accountable for the strategy, governance, execution, and continuous improvement of payroll across the United States, Canada, Mexico, the United Kingdom, Europe, Australia, and New Zealand. As the executive leader, you will ensure employees are paid accurately and on time, statutory obligations are met, controls are effective, and payroll services scale with business growth. You will report directly to the Senior VP, HR and regularly collaborate with Human Resources, Finance, Accounting, Tax, Treasury, Legal, Compliance, Internal Audit, Information Security, and business leaders.

How We Work

As a Sr. Director, Global Payroll Corpay will set you up for success by providing:

• Assigned workspace in the Atlanta office
• Company-issued equipment
• Formal, hands-on training

Role Responsibilities

The responsibilities of the role will include:

Global Strategy, Governance & Leadership

• Define and execute a multi-year global payroll strategy aligned with enterprise growth, employee experience, risk tolerance, and financial objectives.
• Lead, develop, and retain high-performing regional payroll teams; establish clear accountabilities, service standards, succession plans, and professional development pathways.
• Create a consistent global operating model while preserving the local expertise and market-specific practices required for compliance.
• Chair payroll governance forums and provide executive-level reporting on service performance, control effectiveness, regulatory risk, transformation progress, and material issues.
• Serve as the senior escalation point for critical payroll incidents, directing root-cause analysis, remediation, employee communications, and prevention plans.

Payroll Operations & Employee Experience

• Own end-to-end payroll delivery for regular, supplemental, off-cycle, bonus, commission, equity-related, termination, and other payments within scope.
• Ensure accurate and timely gross-to-net calculations, funding, payments, statutory remittances, reconciliations, year-end processing, and employee tax documentation.
• Establish globally consistent calendars, cutoffs, approvals, data-quality checks, exception management, and service-level agreements.
• Improve the employee and manager experience through clear communications, responsive case management, self-service, and measurable resolution standards.
• Maintain business continuity and disaster-recovery plans for payroll processing, funding, banking, critical vendors, and key-person dependencies.

Compliance, Controls & Risk

• Maintain compliance with applicable wage-and-hour, tax withholding, social insurance, pension/superannuation, leave, termination, reporting, record-retention, data privacy, and payment requirements in every country of operation.
• Design and operate a robust payroll control framework, including segregation of duties, approval authorities, access controls, change controls, reconciliations, audit trails, and issue remediation.
• Partner with Legal, Tax, Finance, and local advisers to monitor regulatory change, assess impact, implement requirements, and document decisions.
• Support internal and external audits, statutory inspections, financial-control testing, and remediation activities; ensure evidence is complete, timely, and defensible.
• Protect sensitive employee and payroll data in partnership with Privacy and Information Security, including appropriate cross-border data handling and vendor controls.

Technology, Data & Transformation

• Own the payroll technology and integration roadmap across HRIS, time and attendance, benefits, finance/ERP, treasury, banking, tax, and vendor platforms.
• Lead payroll implementations, country expansions, acquisitions, divestitures, provider transitions, system upgrades, automation initiatives, and process standardization.
• Establish data governance, validation, reconciliation, and monitoring practices that improve accuracy and reduce manual intervention.
• Use analytics to identify error trends, control weaknesses, capacity constraints, cost opportunities, and employee-experience improvements.
• Evaluate responsible uses of automation and AI while maintaining human oversight, auditability, privacy, and regulatory compliance.

Vendor, Financial & Stakeholder Management

• Set the global payroll sourcing strategy and manage payroll providers, tax partners, banking relationships, and other third parties through measurable performance and risk standards.
• Lead contract governance, commercial negotiations, service reviews, renewal decisions, and corrective action plans in partnership with Procurement and Legal.
• Own the global payroll operating budget and identify sustainable opportunities to reduce costs, simplify the landscape, and improve service quality.
• Partner with Accounting and Treasury to ensure payroll funding, cash forecasting, general ledger interfaces, balance-sheet reconciliations, accruals, and financial reporting are accurate and timely.
• Build trusted relationships with senior leaders, regional HR and Finance teams, employee representatives where applicable, and cross-functional transformation teams.

Regional Scope & Expertise

The role is accountable for the following markets and must maintain appropriate local expertise, controls, vendors, and advisory support. European responsibility spans the 15 countries listed below, each with distinct payroll, employment, tax, social insurance, reporting, and employee-representation requirements.

• United States: Federal, state, and local payroll tax; wage-and-hour requirements; garnishments; benefits and equity interfaces; year-end reporting; multi-state complexity.
• Canada: Federal and provincial requirements; source deductions; taxable benefits; employment standards; pension and insurance programs; year-end reporting.
• Mexico: Tax and social security obligations; statutory benefits; profit sharing; termination and severance requirements; electronic payroll documentation and reporting.
• United Kingdom: PAYE and National Insurance; statutory payments; pensions auto-enrolment; real-time reporting; benefits and year-end obligations.
• Europe: Czech Republic, Slovakia, Germany, France, Spain, Italy, Luxembourg, Lithuania, Austria, Finland, Sweden, Ireland, Malta, Netherlands, and Denmark - Country-by-country tax, social insurance, collective agreement, works council, leave, termination, reporting, privacy, and payment requirements; coordination with local experts is essential.
• Australia: PAYG withholding; superannuation; awards and enterprise agreements; leave and termination obligations; real-time payroll reporting.
• New Zealand: PAYE and statutory deductions; KiwiSaver; leave and holiday-pay requirements; termination and reporting obligations.

Qualifications & Skills

• Bachelor's degree and 8+ years of relevant payroll experience, or Master's degree and 6+ years of relevant payroll experience
• Global payroll experience strongly preferred, ideally including at least 1–2 years of direct global or multi-region payroll leadership
• Significant experience leading payroll teams within a complex organization
• Demonstrated experience managing payroll operations across multiple countries, regions, or business units
• Strong knowledge of payroll operations, controls, governance, and regulatory requirements
• Experience leading and developing geographically dispersed teams
• Demonstrated ability to standardize processes while recognizing country-specific payroll requirements
• Strong experience managing organizational change, transformation, or payroll operating-model improvements
• Experience partnering with HR, Finance, Benefits, Compensation, and other cross-functional stakeholders
• Strong analytical, problem-solving, organizational, and decision-making skills
• Ability to communicate effectively with employees, operational teams, and senior leadership
• Ability to operate strategically while remaining close enough to payroll operations to identify and resolve issues
• Ability to manage competing priorities across multiple regions and time zones

Preferred Qualifications

• Hands-on experience with Workday and/or Workday Payroll
• Experience leading payroll operations across EMEA, Australia/New Zealand, the United States, and/or Canada
• Experience consolidating multiple payroll teams, systems, processes, or vendors
• Experience supporting payroll integration following mergers and acquisitions
• Experience managing third-party payroll vendors and evaluating opportunities for vendor consolidation
• Experience establishing payroll KPIs, service-level expectations, controls, and operational reporting
• Experience leading payroll transformation within a large, multinational organization

Benefits & Perks

• Medical, Dental & Vision benefits available the 1st month after hire
• Automatic enrollment into our 401(k) plan (subject to eligibility requirements)
• Virtual fitness classes offered company-wide
• Robust PTO offerings including major holidays, vacation, sick, personal, & volunteer time
• Employee discounts with major providers (i.e. wireless, gym, car rental, etc.)
• Philanthropic support with both local and national organizations
• Fun culture with company-wide contests and prizes

About Corpay

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Learn more about Corpay: https://www.corpay.com

Transparency & Compliance

Equal Opportunity Employer

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Candidate Privacy Notice

For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy.

Pay Philosophy

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.