A fiduciary standard for enterprise payroll compliance — for organizations that treat every pay period as an auditable event.
For three decades, enterprise payroll has been treated as an operational function — a system to be run, not a liability to be owned. J.H. Randolph was founded on the opposite premise. Every pay period produces an IRS filing, a DOL exposure, and an auditable record. The work is governed. The consequences are personal. We operate accordingly.
Senior technical advisory to VP-level payroll and HRIS leaders on IRS compliance, multi-state taxation, wage and hour adjudication, and audit defense. The work product is a defensible audit trail, not a memo.
The narrowest, highest-stakes frontier in payroll today. Frameworks for AI deployment under NIST AI RMF and SOC 2, with documented liability ownership, auditability, and human-in-the-loop controls by design — not by retrofit.
Engagements initiated under duress: an IRS notice, a DOL inquiry, a failed audit, a discovered overpayment pattern. Structured remediation with audit-grade documentation, correction methodology, and technical response posture.
Senior technical direction on PeopleSoft HCM and Payroll design: approval workflow engines, integration broker standards, batch architecture, concurrency and deadlock prevention, and the compliance controls embedded in the table layer.
For organizations requiring continuous access to senior technical judgment.
Retainer engagements are reserved for organizations whose operational complexity warrants continuous senior attention. Terms are finalized after an initial intake and mutual suitability review.
For bounded initiatives with a fixed deliverable, timeline, and success criterion.
Project engagements are priced to the deliverable, not the hour. Every engagement produces a documentation artifact that will withstand third-party audit scrutiny.
Founding Principal
Years of experience in enterprise payroll and human capital systems. Career formed at Accenture, leading PeopleSoft HCM and Payroll implementations across North America for organizations for whom payroll failure is a material event.
The firm was founded on the premise that the most consequential work in payroll is not operational but fiduciary — that audit trails, liability ownership, and compliance-by-design are the actual product, and that this work deserves to be undertaken at the standard of the legal and financial advisory professions, not the vendor-services model.
Inquiries are read by the principal directly. Initial conversations are held in confidence and are not billed. A mutual suitability review precedes any proposal.
Prospective engagements should include, where possible, organizational context, the nature of the matter under review, and the decision window contemplated. Correspondence is typically returned within two business days.