Payroll-to-Ledger Interface Stabilisation Director

The mandate

An interim finance director is required to stabilise the boundary between payroll outcomes and the general ledger while the long-term ownership model is finalised. The gap has produced recurring reconciliation differences, late costing changes, unclear suspense ownership and sensitive manual intervention near close. Payroll accuracy remains with the designated payroll owner; ledger integrity and reconciliation require immediate finance leadership.

In the first two payroll cycles, the director will establish an end-to-end control account from approved payroll result through funding, posting, allocation, settlement and balance-sheet reconciliation. Every interface difference must have a cause classification, privacy-appropriate evidence, accountable owner and resolution timing. Sensitive personal data should not be copied into broad recovery trackers.

The director can set finance-side cut-offs, reassign reconciliation work, require dual review for temporary postings and hold an unsupported ledger adjustment within delegated authority. The role cannot alter individual payroll records, approve compensation, administer access or direct statutory filings. Issues originating in those domains are escalated with the minimum necessary evidence.

By month four, temporary suspense and bridge routines should be reduced, recurring costing and mapping failures should have permanent owners, and the close should no longer depend on unexplained top-side corrections. The director will test the control account through at least three complete cycles, including a period-end or other representative peak.

The final two months are for transition. A permanent process owner and deputy will receive the reconciled issue population, interface calendar, evidence standards, exception routes and a 90-day improvement plan. The interim director's six-month term may extend only four weeks if this specific handover is demonstrably incomplete.

What you will own

• Build a control account linking approved payroll output, funding, ledger posting, cost allocation, settlement and balance-sheet reconciliation.
• Classify interface differences by timing, mapping, population, costing, settlement and posting cause without exposing unnecessary personal data.
• Set finance cut-offs and temporary review requirements within existing authority to protect close integrity.
• Eliminate unsupported suspense ageing and require named disposition for every material residual balance.
• Resolve repeated mapping and allocation failures through accountable upstream and finance owners rather than recurring manual journals.
• Demonstrate accurate, timely reconciliation across at least three complete payroll cycles.
• Establish privacy-conscious evidence retention and escalation for issues that require payroll or people-function action.
• Transfer the stable control account, team responsibilities and residual-risk plan to a permanent owner and deputy.

Candidate qualifications

• Demonstrate recovery of payroll-to-ledger accounting across multiple cycles and complex costing or settlement dependencies.
• Show how you created end-to-end reconciliation without replicating sensitive employee data into finance workarounds.
• Provide an example of stopping an unsupported top-side payroll journal under close pressure.
• Bring practical command of payroll funding, posting, costing, suspense, settlement and balance-sheet reconciliation interfaces.
• Evidence constructive work across payroll, finance, treasury and privacy owners while respecting their decision boundaries.
• Describe how repeated manual corrections were replaced with permanent upstream accountability.
• Show a successor handover that included both operating evidence and the treatment of unresolved sensitive exceptions.

Working terms and boundaries

• The interim appointment is six months at five days a week, aligned to complete payroll and close cycles.
• Finance-side reconciliation, cut-off and temporary review decisions operate only within documented delegation.
• Individual payroll changes, compensation approval, access administration and statutory filing are expressly excluded.
• Sensitive information must remain within approved systems and minimum-necessary evidence routes.
• Any four-week extension is solely for accepted successor handover and cannot expand the stabilisation scope.

Application

Applications for this mandate are received in one way only: through the India Board Terminal's application process. It is automated end to end. Your Executive Passport travels to the mandate holder in its confidential form, your answers to the three questions below are read before anything else in your file, and every stage that follows is recorded on your applications page.

There is no address to write to and no intermediary to call. The mandate holder reads what the Terminal delivers and nothing else, which is what keeps the process the same for every applicant and keeps your name out of it until you release it. Applications close on 12 October 2026. Mandate reference FNA-INT-2026-MEX-19.