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A useful frame for higher ed AP: a single invoice can touch grant compliance, departmental authority, and central finance approval, often in that order. Most automation tools were built assuming a much simpler path.

The tax filings that quietly eat the most time in higher ed payroll aren't the big ones. They're the visa-driven treatment for international scholars, the multi-state exposure for traveling faculty, and the imputed income calculations on tuition benefits.

Higher ed payroll runs on complexity. Multiple classifications, grant-funded positions, multi-state tax exposure for remote faculty. Most teams have a vendor helping them stay afloat. The specialist they need is usually behind a wall of intermediaries. hubs.ly/Q04ftQmG0

Public sector payroll runs on different rules than private sector. Union membership rates 5x higher. Multi-tier structures. Jurisdiction-aware tax filing. State and local finance leaders know this. Most of the systems built to support them don't. hubs.ly/Q04gt57K0

Open enrollment in higher ed hits different when you're running it across faculty, staff, adjuncts, grad assistants, and three different unions, all on academic calendars that don't cooperate with the calendar year. 😮‍💨

Higher ed payroll runs on complexity most software wasn't designed for. Grant-funded positions across multiple funding sources, nine-month faculty with summer overloads, adjuncts changing classifications mid-semester. The complexity isn't an edge case. It's the job.

Most HR teams evaluating earned wage access go through the same arc: curiosity, skepticism, quiet concern about misuse. Then the data shows up. Owens & Minor's global payroll director on what changed her team's mind. 👇 hubs.ly/Q04gpmp80

You know what your payroll team needs. The budget cycle just keeps getting in the way. If funding wasn't the question, what's your answer?

The EWA conversation in HR has quietly grown up. The question stopped being "will employees abuse this" and started being "why are we still making people wait two weeks for money they've already earned."

A quiet thing about public sector payroll: the cost of running it on legacy systems isn't in the budget line. It's spread across overtime, error remediation, and the headcount you can't backfill because the system can't support them. That's the real number.

COBRA administration is invisible until it isn't. A missed notice, a premium that didn't process, a termination that didn't coordinate. The mistakes show up at the worst times. In the public sector, the margin runs even thinner. hubs.ly/Q04ftS-g0

Reminder that public sector HR teams are running benefits programs for teachers, first responders, public health workers, and the people who keep cities functioning. The job carries weight that doesn't show up on any dashboard.

#ASHHRA26 is almost here! Booth #718 for demos and passport stamps. Sunday 5/17 for rooftop happy hour at the Alida in Savannah. Come find us. 🍹 hubs.ly/Q04f-lxg0

A useful frame for evaluating AP automation: speed is the smallest benefit. Cash flow optimization, fraud liability transfer, and supplier relationships are where the real economics live.

Most finance leaders evaluate AP automation as a software purchase. That's a category mistake. The real questions: who carries fraud liability, where rebate revenue comes from, and whether it lives inside your ERP. hubs.ly/Q04ftPdw0

Sunday yoga. Monday dinner at Osteria Fiorella. A full week of Higher Ed finance conversations. #WACUBO delivered. See you next year. 🙌 #HigherEd

Every payroll pro has a risk that quietly keeps them up at night. Misclassification questions that never got resolved. Recordkeeping gaps. A team one resignation away from a crisis. We pulled together the 6 worth watching. 👇 hubs.ly/Q04frZ7M0

Payroll people, you know the moment: when someone says, "Quick question about my paycheck..." and you already know it will not be quick. 🫩

The thing nobody warns you about in HR: when payroll has a bad week, you have a bad week. There’s no version of this job where the two are separate.

HR teams we talk to have a running list of strategic work they never get to. Workforce planning. Manager enablement. Real DEI work. Payroll admin keeps winning. If payroll took less of your week, where would the time go?