# New Zealand Steel _Jade Star payroll powers New Zealand Steel for 30+ years - handling rostered shifts, collective agreements, allowances and compliance._ New Zealand Steel has been part of the country’s industrial landscape for over 60 years. Operating from Glenbrook, south of Auckland, the business runs a fully integrated steel mill, producing around 670,000 tonnes of steel each year. As New Zealand’s only producer of flat rolled steel, its products sit at the centre of industries like construction, manufacturing and agriculture. Around 1,600 people work across the operation, many of them based locally, with strong ties to the site and surrounding community. It’s a business built on consistency, and over time that consistency shapes how things are done. In most organisations, change is constant. There’s a steady push to modernise, introduce new systems, and find better ways of working. So when you hear about a payroll system that’s been in place for more than 30 years, it’s easy to make assumptions. That it’s outdated, that it’s been left behind, or that change is long overdue. It didn’t take long to realise that wasn’t the story at all. *“The [Jade Star](https://www.fusion5.com/au/people-management/jade-star)system’s always worked well for us,”* says Susan Byrom, Payroll Leader at New Zealand Steel. Susan joined the business in 2012 and stepped into lead payroll in 2017, learning the system over time from her predecessor. Like much of the team, her experience has been built steadily rather than reset or replaced. ## Payroll in a business built on consistency ![](https://cdn.fusion5.com/media/obbce5ab/nz-steel-image-3.jpg) New Zealand Steel operates differently to most businesses. The Glenbrook site isn’t just a workplace. It sits at the heart of the wider community. Generations of families have, and continue, to work there, and the rhythm of the mill shapes the rhythm of daily life. Changes to how the mill operates don’t just affect the business. They ripple through the community and into people’s day-to-day lives. Production runs around the clock. Crews rotate through established rosters, and working patterns are tied closely to long-standing collective agreements. These aren’t things you casually change. [Payroll](https://www.fusion5.com/au/people-management), in this environment, is anything but simple. Behind the scenes sits a highly structured system of rules, allowances, rosters, and agreements, many of them built up over decades. There are salaried and hourly employees, multiple payrolls, different cycles, and hundreds of variations that need to be accounted for. There’s a lot of complexity in how we pay people. A lot of it comes back to collective agreements and how things have developed over time.” It might look straightforward from the outside, but there’s a lot behind it. Most importantly, it works. ## Thirty years of evolution with Jade Star payroll New Zealand Steel has been running Fusion5’s Jade Star payroll since the mid-90s. Over that time, the system has evolved where it needed to. Infrastructure has shifted from on-premise to hosted. New payrolls have been added through acquisitions, and integrations introduced as the broader technology landscape has changed. Enhancements and updates have been introduced over time as part of its ongoing evolution, supporting legislative requirements, reflecting changes to collective agreements, and improving how processes are managed day to day. With those changes built into the system, New Zealand Steel has been able to stay current without needing to continually rework or replace what’s already in place. Through all of that, the core has remained consistent. Not because alternatives haven’t been explored, but because it continues to do what’s needed. We’ve always reviewed what’s out there. There have been times where people have suggested moving to other systems, but we’ve felt we’ve got the right system for us.” There’s no rush to change something that’s already working. In many organisations, that mindset can sound like resistance. Here, it feels more like discipline and that discipline extends to how change is approached. In a highly unionised environment, any adjustment to working patterns, pay structures, or processes is considered carefully. It takes time, involves consultation, and reflects a clear understanding of the impact those changes have on people. There’s no appetite for change for the sake of it, only change that genuinely improves things. ## The value of continuity There’s also something else at play: continuity. People stay, and over time that builds a deep, practical understanding of how things actually work. In an environment like this, that knowledge isn’t easily replaced. Susan was trained by her predecessor, who had built up decades of experience. The broader payroll and HR teams reflect a similar pattern, with long tenure and deep familiarity with how things work. That continuity extends beyond New Zealand Steel. We’ve got a great working relationship with Fusion5. Some of the people we’re working with now have been involved for years.” That shared history means issues are resolved quickly, context isn’t lost, and decisions are made with a clear understanding of how everything connects. It makes a real difference. You know they’re there and they understand how everything fits together.” It would be easy to frame this as a story about longevity, with thirty years on one system, a stable platform, and a long-term partnership. But that’s only part of it. What really comes through is how well it fits the way the business actually operates. It’s a way of working that values consistency over constant reinvention, where change is deliberate rather than reactive. It’s a business that understands what needs to stay steady, and why. In a world that often defaults to what’s next, there’s something quietly reassuring in that. Not everything needs to change. Fusion5 understand our environment and how everything fits together. Having that continuity in the team means we’re not having to explain things again or start from scratch.” Susan Byrom | Payroll Leader, New Zealand Steel Tim spends time with tech leaders and customers to understand how transformation really plays out. He turns real-world examples into clear, practical content focused on what changed, what worked, and what others can learn. ### Payroll is no longer just a payroll system Modern payroll platforms sit at the centre of a much broader workforce ecosystem. Payroll data now supports workforce planning, compliance, reporting, employee self-service, workforce management and organisational decision-making. As payroll systems become more connected to HR, finance, rostering, time and attendance and reporting platforms, organisations are increasingly evaluating how payroll supports both operational requirements and longer-term business objectives. Whether organisations are maintaining an established payroll platform or considering payroll transformation, the challenge is often broader than payroll processing alone. Compliance obligations, workforce complexity, integrations, data quality and employee expectations all influence how payroll systems are selected, managed and evolved. Successful payroll environments balance reliability, compliance and continuity with the flexibility required to support future organisational change. ## Frequently Asked Questions ### What role does payroll play in a modern workforce technology environment? Payroll is no longer an isolated system. Modern payroll platforms often connect with HR, workforce management, finance, rostering, time and attendance, reporting and employee self-service systems. Payroll data increasingly supports workforce planning, compliance, reporting and broader organisational decision-making. ### Why are payroll projects more complex than they used to be? Payroll now operates within a broader ecosystem of systems, processes and compliance requirements. Flexible work arrangements, employee self-service expectations, workforce data requirements, integrations and ongoing legislative change have expanded the scope of payroll beyond simply processing pay accurately and on time. ### What should organisations consider when evaluating payroll software? In addition to payroll functionality, organisations should consider compliance capabilities, integration options, reporting requirements, employee experience, workforce management needs, scalability and how well the platform supports future business requirements. Payroll systems increasingly need to support broader organisational objectives, not just payroll processing. ### Does payroll modernisation always require replacing an existing system? No. Many organisations modernise payroll through upgrades, cloud or hosted deployments, process improvements, new integrations and enhanced reporting capabilities. The right approach depends on whether the existing platform can continue to support evolving business, workforce and compliance requirements. ### How does payroll support compliance and organisational governance? Payroll systems play a critical role in managing employment obligations, workforce agreements, taxation requirements, auditability and workforce data accuracy. Modern payroll platforms help organisations maintain compliance while providing greater visibility, stronger controls and improved reporting across the workforce.