Engagement
How a Think Service application audit of payroll compliance applications moves from first call to findings briefing.
An engagement is built around the payroll application you already operate. We do not install a product. We examine settings, sample pay runs, and the people who maintain calendars and tables, then deliver findings your team can carry into vendor tickets or internal policy updates.
Who joins the room
Usually a payroll administrator, an HR operations lead, and someone from finance who signs off monthly payroll. For multi-entity groups we ask for a single coordinator who can open access across companies.
Stages
Scoping call
We confirm the application name and version, employee count, legal entities, and the wage patterns that matter most—shift work, field allowances, expatriate packages, or standard office schedules.
Access and materials
You provide configuration exports, anonymised payslip samples, leave calendars, and a glossary of company-specific allowance codes. Sensitive fields can be masked; we still need enough detail to recalculate edge cases.
Rule mapping and sampling
We map configuration to Korean wage and deduction requirements relevant to your workforce, then test ordinary months, holiday months, and atypical overtime against the application’s output.
Findings pack
Each material gap is written with evidence, affected pay components, severity, and a suggested owner—vendor change, internal process, or policy clarification.
Remediation workshop
A working session ranks fixes for the next pay cycle versus later releases, so your administrators leave with a sequence rather than a unsorted list.
Timing cues
Full audits typically need three to five weeks after access is granted. Wage-rule gap reviews finish faster. Pre-go-live checks must start early enough to leave room for parallel-run corrections.
Natural next actions
Browse the audit catalogue or request a scoping call with your payroll application name and approximate headcount.