Overview
Bert Vandenbussche is the founder and managing director of popay, based in Merelbeke. He founded the company in November 2004, and since March 2004 he has also been a managing partner there, working as an HCM expert and project manager.
Before that, he was a freelance HCM consultant at Change IT BVBA from January 2003 to February 2004. He spent five years at NorthgateArinso, joining in September 1997 as an HR/payroll consultant and holding the role of HCM project manager from July 1999 until December 2002. He began his career in September 1996 as an analyst programmer at CSC.
Vandenbussche studied at Don Boscocollege Zwijnaarde, where he completed his secondary education in sciences in 1990, and spent the following year at Francis Howell South Highschool on an EF student exchange. He obtained a master's degree as a commercial engineer from the Europese Hogeschool Brussel in 1995.
Career history
In the news
- Let me be honest about this one: there is no magic solution for HR integrations. Popay Connect gives you a solid framework for your interfaces — mapping, monitoring, validation. But the stability of the flow is ultimately determined by the quality of the data going in. That's why we don't stop at delivery. The Popay team stays alongside you for as long as it takes to smooth things out, until the exchanges run quietly in the background, the way they should.
- Mensen en hun vaardigheden laten groeien, dat is de essentie. Succes en dank voor het vertrouwen.
- Spot on. The key is that HR and Finance work from the same dataset, just from a different angle: people on one side, cost centers and accounts on the other. No rework in Finance, no manual corrections, no two versions of the truth to reconcile at month-end. #smartwork #popay #payroll
- In +25 years of looking at payroll processes, one thing has never changed: the answer to "how well does payroll run here" depends entirely on who you ask, and it is almost always more positive than reality. Payroll people go all the way, every cycle, without complaining. They fix the overtime file, chase the three managers who did not approve, and still pay everyone on Friday. From the outside that looks like a process under control. From the inside it is a rescue operation that repeats twelve or more times a year. That is how a
- Get the foundation right. It has been our approach from the start, and it's exactly what we're doing now. Before AI Agents can add real value in HR and payroll, the system of record underneath them has to be ready for it. That's the work in progress at Popay: making ours AI-proof. Concretely, that means: • the AI knows your business rules instead of guessing them • every piece of data carries its purpose — what it may, and may not, be used for • we can trace why the AI took a given path, not only what it returned • every AI
- L'obligation de formation n'est qu'une pièce d'un puzzle bien plus large : la compliance. Et toutes ces pièces ? Elles finissent par atterrir chez les RH. Ma conviction : les RH ne doivent pas subir cela. Au contraire, elles peuvent en prendre les rênes. C'est précisément autour de cela que PopayHR est construit. Bientôt plus.
- L'obligation de formation n'est qu'une pièce d'un puzzle bien plus large : la compliance. Et toutes ces pièces ? Elles finissent par atterrir chez les RH. Ma conviction : les RH ne doivent pas subir cela. Au contraire, elles peuvent en prendre les rênes. C'est précisément autour de cela que PopayHR est construit. Bientôt plus.
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