Louise Shute

Celebrating International Women's Day with Louise Shute

​In celebration of International Women's Day, we continue our series by highlighting the inspiring journey of female leaders in finance who are making a significant impact throughout their career.In this installation we are thrilled to feature an interview with Louise Shute, the Chief Financial Officer of Hollybank Trust, a not-for-profit care provider dedicated to supporting individuals with complex needs. Since joining Hollybank Trust in 2019, Louise has been instrumental in driving financial sustainability, operational efficiency, and strategic growth. Her leadership goes beyond numbers, focusing on ensuring that every financial decision aligns with the organisation's mission to provide outstanding care. Join us as we dive into her career-defining moments, the traits that have contributed to her success, and her invaluable advice for the next generation of female finance leaders. ​1.Please can you provide a summary of who you work for and your current role?I am the Chief Financial Officer of Hollybank Trust, a large not-for-profit care provider that delivers specialist care and education to individuals with complex needs. Since joining in 2019, I have been responsible for overseeing finance, IT, estates, and HR, ensuring financial sustainability, operational efficiency, and a strong, well-supported workforce. My role is not just about numbers—it’s about making sure every financial decision supports the organisation’s mission. I work closely with the executive team and trustees to strategically plan for the future, secure funding, and drive initiatives that enhance the care we provide. This includes leading acquisitions, driving digital transformation, and optimising resources to ensure we remain sustainable and continue to deliver outstanding care in an increasingly challenging financial landscape.​2.What have been the one or two most defining moments in your career to date?A few pivotal moments have shaped my career and leadership style: Building a finance function from the ground up – One of my most challenging and rewarding experiences was setting up an entire finance team from scratch for a large care group. Bringing the finance function in-house, creating new systems, and ensuring financial stability in a complex organisation gave me invaluable leadership experience. Leading an acquisition – More recently, I successfully led the acquisition of a care business, ensuring financial due diligence, securing funding, and integrating the new business into our operations. This was a defining moment in navigating the complexities of growth while maintaining financial security. Driving digital transformation – Overseeing our transition to a nearly paperless organisation has been a major milestone. Introducing new financial, HR, and operational systems has made us more efficient and forward-thinking, ensuring we are well-equipped for the future. Beyond these, every year brings new challenges in the not-for-profit and care sector, where funding is tight, costs are rising, and financial sustainability is an ongoing battle. Navigating these challenges while keeping the organisation strong and adaptable is something I take pride in.​3.What are the most important personal traits, values or characteristics that, being a female finance leader, has really helped to contribute to your success?Leadership isn’t just about making decisions—it’s about bringing people with you. The qualities that have shaped my success as a finance leader include: Compassion and genuine interest in people – I care about my colleagues and take the time to listen, understand their perspectives, and create a supportive environment. Decisiveness and resilience – In finance, tough decisions need to be made. I can balance strategy with reality, ensuring we remain financially stable while protecting the organisation’s core values. Strong communication – Finance can sometimes feel like a separate world, but I ensure complex financial insights are communicated clearly to teams, trustees, and stakeholders so they can make informed decisions. Positivity, even in difficult times – The financial landscape for care providers is constantly evolving, and it’s easy to focus on the challenges. I believe in staying solution-focused and adaptable, ensuring we embrace change rather than fear it. A positive outlook helps to motivate teams, find creative solutions, and maintain momentum even during difficult periods. I wouldn’t say I’ve faced direct challenges as a woman in finance, but finance leadership remains a male-dominated space, especially at board level. Many women struggle with imposter syndrome, and I think it’s crucial to own your expertise, trust your ability, and bring your unique strengths to the table.​4.What is the one piece of advice that you would share with the next generation of female finance leaders as they look to build their careers?My biggest piece of advice is: do what makes you happy. You spend so much of your life at work—it’s essential to enjoy it. If you don’t, don’t be afraid to seek out something that challenges, excites, and fulfils you. Beyond that, a few key lessons I’ve learned: Be true to yourself. Work for organisations that align with your beliefs, morals, and values. Build a strong team. Surround yourself with capable, driven people—it will make all the difference. Keep learning. I haven’t had an official mentor, but I invest in seminars, courses, and networking to continuously grow. Finding a mentor or widening your professional network can be invaluable. Stay adaptable. Finance, technology, and the business landscape are evolving rapidly. Staying open to change and embracing new ways of working will set you apart. Above all, believe in yourself. Women often doubt their abilities more than men, but confidence comes from experience. Keep learning, keep leading, and don’t be afraid to step up and take your seat at the table.​Louise’s journey is a testament to her power of resilience, compassion, and strategic vision in leadership. Her dedication to Hollybank Trust's mission and her ability to navigate the complexities of the not-for-profit sector have set a remarkable example for aspiring female finance leaders. Her advice to stay true to oneself, build strong teams, and continuously learn resonates deeply, reminding us all of the importance of passion and adaptability in our careers. We hope her story inspires and empowers the next generation of women to pursue their ambitions with confidence and determination. While women are making strides in leadership roles, a significant gender gap still exists. In 2024, 36% of new CFO hires in FTSE 100 companies were female, a notable increase from 2023 when only 14% of new hires were female [1]. Despite this progress, women hold only 25% of CFO positions in the FTSE 100 [2]. These statistics highlight the ongoing need for greater gender diversity and support for women in finance. ​Looking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAY and let's chart your career path together.

Read article
Blog Img

​WHAT IT TAKES TO BE…. A PAYROLL MANAGER with Roxanne Talbot

Back to Blogs

The role of a payroll professional has evolved significantly in recent years and is very much recognised as a very skilled and expert role that requires qualifications and considerable experience to deliver a successful service.

As part of a regular series of articles where we talk to those in different roles and industry sectors, we caught up with Roxanne Talbot who has many years’ experience working in payroll to discuss her career to date, what she looks for when recruiting new team members and what those looking to forge ahead in the sector should consider in order to achieve success in this complex and challenging role.

What was your first job in payroll and how has your career developed?

My payroll career began in my early 20’s working for DWP as a HR and Payroll Advisor processing payroll for people working within the Jobcentre Plus. After a few years of working for DWP I moved to McKesson Shared Services to process Payroll for the NHS – both roles gave me a tremendous amount of experience and knowledge which gave me the confidence to advance my career further.

I then moved into a more challenging role as an Assistant Payroll Manager for Education Placement Group where I studied and achieved my Foundation Degree and BA(Hons) in Payroll Management and Applied Business Management. After five years, I had gained significant experience and had enhanced my knowledge and skills to allow me to apply for a role as a Payroll Manager and was successful. I am now employed by a Government Department, managing and delivering a complex and challenging payroll that continuously keeps me on my toes!

Have you always wanted to pursue a career in payroll?

I’m very much like a number of payroll people – I was lucky that this career chose me, and I am so glad and grateful that it did. When I landed my first job as a HR & Payroll Advisor I had actually applied for a job as a Jobcentre Advisor! I had no idea that I would be placed as a HR & Payroll Advisor, but ever since that day my love for payroll has continued, and my eagerness to be successful in this profession has grown stronger!

I love payroll because each day is never the same. I love the customer service side of things; but my favourite part is the fact that legislation and payroll requirements are constantly changing and improving. There is always something new to learn that keeps you engaged and striving for more.

What would you say are the key qualities and skills that someone must have in order to succeed and build a career in payroll?

Payroll is extremely important within every organisation and holds a huge responsibility and I would say there are two distinct parts to the role which require very different qualities and skills.

Firstly, payroll is a customer service-based role. You are, maybe without realising it, delivering a paramount service that requires you to be patient, understanding, compassionate, eager and have a desire to solve problems that will resolve and restore faith.

Secondly, payroll is complex, challenging and ever changing and because of this, those working in payroll are required to understand the legislative requirements around processing all types of payments and how they should be treated in respect of Tax, NI and Pension. There is so much to know in this field that it requires a person that is determined, dynamic, adaptable, flexible and strives to always do things right!

What advice would you give to someone looking to pursue a career in payroll?

For those entering the field, payroll is a rewarding, fast paced, intricate and customer focused role that will keep you interested and focused. You can leverage your career by doing qualifications and gaining more experience, and I would certainly recommend that you look to attend industry events that will help broaden your thinking and determine your future career goals.

If you are looking to move into a more senior role, firstly, don’t be scared! If you have the knowledge and experience, be confident that you have the ability to fulfil the role as a senior officer, assistant manager or manager – wherever you are in your path. Look to gain as much experience as you can by challenging yourself to step into areas of payroll that you have not dealt with before to build your knowledge and skills. If you have a good manager, they will welcome your eagerness and will look to set objectives that will help you achieve goals.

When it comes to recruitment, what do you look for in your ideal candidate and what makes them stand out from the crowd?

When recruiting the imperative thing for me is the person’s attitude. Whilst technical skills are required, it’s vitally important that the person is able to connect with the customer, to understand the impact payroll issues can have and has the willingness to go the extra mile to resolve any problems. Not only does someone need to have great analytical and problem solving skills, but I also look for an empathetic person that has a desire to help.

How do you think the role of a payroll professional has evolved in recent years?

The role of a payroll professional has evolved so much over the years and now, more than ever, it is recognised as a very skilled and expert role that requires qualifications and considerable experience to deliver a successful service. It’s evolved in a positive way and is now recognised as a career and not simply just a ‘job’ and the important contribution that it makes to the successful running of an organisation will see it strengthen.

Organisations are realising the management information and data that can be derived through payroll can help them to understand their businesses better which will aid them in making positive, impactful changes that will add value.

What has been the biggest change or challenge to affect payroll?

Whilst payroll faces continual changes through the introduction of new legislation or changes to regulations, undoubtedly the biggest challenge that those working in payroll faced - and continue to face - is the COVID-19 pandemic. Whilst my organisation was fortunate in that its workers were front line and we did not need to use the furlough scheme, like all organisations it still added additional pressure to the payroll function with increased reporting requirements for the business, large scale absence administration, legislative updates, business communications and the adaptation of working from home.

What additional changes to working practices have come as a result of COVID-19?

The COVID-19 situation has affected all those working in payroll; requiring quick adjustments to be made that would ensure delivery as usual with little or no impact to employees pay.

In addition, many organisations had to adapt quickly to the transition of working from home to ensure tasks were completed as normal and the service was uninterrupted. Managers also had to develop stronger trust in their teams and processes; and whilst it is challenging to manage teams virtually, the pandemic has made a number of organisations realise that they can depend on teams working from home and have a better productivity rate.

One particular area of focus was the move from face-to-face training and development to virtual video call. Whilst as an organisation, we are fortunate to have a virtual option, it’s much harder to deliver training and keep people engaged. It required people to become more creative to keep people engaged through those sessions – especially during a time when all interactions were virtual.

How do you see the future for those working in payroll?

The future of payroll looks positive, yet it becomes more challenging and complex each day. Each year payroll becomes more affiliated and recognised as a career path, rather than just a job.

CIPP have worked hard to get people and organisations to recognise payroll as a profession and their vision is starting to be realised. I anticipate that organisations will start to emphasise the importance of gaining payroll qualifications to help engage, upskill and give employees confidence in the services they provide.

Additionally, there will no doubt be further changes to payroll legislation that might see additions to statutory payments, and reporting requirements that will help organisations to further analyse their organisations to help embed equal opportunities within organisations.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent transactional finance professionals across the full spectrum of roles including accounts payable, credit control, payroll and purchase ledgers. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to find out more.