8/12/2013. Then. Now. Managing risk and compliance. August 14, 2013

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "8/12/2013. Then. Now. Managing risk and compliance. August 14, 2013"

Transcription

1 GLOBAL/INTERNATIONAL PAYROLL THE GROUND WORK August 14, 2013 Then Identifying & tracking the assignees Drafting a policy document Implementing a mobility process Deploying an assignment management system Reporting Now Linking with talent management & business strategy Collecting all costs in order to manage costs and accruals Implementing process efficiencies/workflow management Integrating systems Data analytics Deploying portals & apps Managing risk and compliance Mobility Management: Then & Now Challenges Pent-up Globalization initiatives as economies emerge from a few years of waiting out recessionary conditions Broader spectrum of market activity from emerging to mature Rebound of Merger, Acquisition, and Divestiture activity Continued disconnect between skills businesses required and people seeking employment Organizations are sourcing available talent through more and more channels Business Talent Responses Global Mobility model that inserts itself into global strategic initiatives Global Mobility is aligned to business objectives Global Mobility is a credible and relevant resource to the business Global Mobility promotes organizational capability worldwide Global Mobility as a key ingredient or factor in corporate talent initiatives (leadership development, management of high-potentials, etc.) Renewed emphasis on transparency More accountability within organizations Regulatory environments tightening at a faster pace across the globe Global Mobility promotes a governance and framework Compliance Global Mobility can support due diligence and & Risk mitigate risk Demand for operational excellence Lack of skilled global mobility professionals Increased push for cost reduction Operations Move toward an advisor role within the business Execute in a high performance culture with flexible, repeatable and sustainable global mobility operations Challenges facing mobility 3 1

2 Budgeting & Forecasting Establishing Accruals Cost management, exception tracking Individual and corporate tax planning Assignee career management Proactive repatriation planning Deployment Data administration Shadow payroll administration Local payroll and tax compliance Compensation collection Ongoing accruals funding reports Assignee tax compliance VALUE HIGH Global mobility policy design Individual pension and social security planning Tax policy design Decision Analysis Global HR Metrics attrition, retention Total cost reporting Benchmarking Return on investment evaluation Vendor cost management HIGH SATISFACTION Program Administration Lifecycle Globally mobile employees create individual and employer tax obligations Incentive awards - cash and equity contribute to exposure Risk Exposure (tax audits, PE, brand reputation) Corporate tax and finance focus on global cost and tax rate Complexities of tax, administration and internal coordination Increasing regulatory oversight Business Issues Skills & Experience Communication Technology Processes, Global & Local Challenges managing a mobility program 2

3 Numerous compensation items and sources Negative compensation entries Claim of right Benefits-in-kind Payments to third parties Method of delivery Shadow versus paying payroll Nonresident reporting and withholding obligations Home and host payroll reporting and withholding obligations Tax equalization policy implementation Multiple employers Limitations of existing payroll systems Tax gross-ups Accounting for tax reimbursements Exchange rates Why is international payroll so difficult? 7 Verify assignee information: Citizenship Visa Family size / status Personal income Residence home & host Ties to home country Define the assignment: Anticipated Length Purpose (e.g., Skills Development, Leadership Development, Practice Development, etc) Policy / Compensation Package Cost Sharing Impact on Tax Residences Due Diligence Determine the employer: Facts and circumstances Right to hire and fire Right to direct Integration into organizational structure Consequences Obligation to withhold and report Coverage under social security system Participation in benefit plans Home Long term or short term assignment Receives Home Salary plus additional assignment allowances as defined by the policy May be tax equalized, pays hypothetical taxes May participate in home country benefit plans Depending on host location, may be eligible for a Certificate of Coverage Host Typically on a long term assignment and is not tax equalized Receives host salary (denominated in host currency) plus additional assignment allowances as defined by the policy Assignee pays actual taxes Company typically y tax protects select assignment allowances May be able to remain on select home country benefit plans Depending on host location, assignee may be eligible for a Certificate of Coverage Split Types of split payroll arrangements Home and host company payroll Home payroll and portion of pay delivered via A/P, vendor Host payroll and portion of pay delivered by A/P, vendor A portion of pay is delivered in both locations Amount delivered in other location is deducted as post tax deduction from payroll Approaches to Delivery 3

4 Advantages Home Host Split Disadvantages Facilitates continued participation in home country programs (company-related, Need for host country currency will pension, social, etc.) require supplemental assistance Not well-suited if home country has few Less challenging to go on to a new outbound assignees, challenging to set up assignment location (payroll, systems, processes, etc.) May mitigate reluctance to accept an May make compliance in host country tax international assignment regimes more challenging May require processes to support crosscharging Facilitates easier repatriation Impedes continued participation in home Pay and allowances may be country programs (company-related, delivered easily pension, social, etc.) May promote more Need for home country currency will consistent administration require supplemental assistance Could promote perceived equity amongst May be challenging for assignees on assignees at the host location multiple assignments Compliance and managing data can be easiest Makes repatriation more difficult Aligns best to balance sheet Most administratively challenging and the most expensive compensation approaches Home/host country currency needs mitigated Compliance issues could arise Facilitates both repatriation and mobility Issue resolution is more challenging since more than one organization is on to another assignment impacting pay Assignment related compensation is more Compensation accumulation processes are visible and not diluted in overall pay challenging To facilitate withholding requirements and to report wages and remit applicable taxes on wages earned by an assignee but paid by another payroll or vendor to the assignee or to a third party on behalf of the assignee. Requirements vary locally Countries in EMEA and Americas typically have monthly requirements China has a monthly filing requirement Irrespective of payroll delivery methodology, a shadow payroll process may be required in home, host or both locations. Shadow Administration Update assignment information Calculate allowances to be delivered via payroll Collect Compensation Results Obtain pay results from payroll, A/P, equity admin, third party vendors, etc. on monthly basis Compare results received with instructions to ensure accuracy of remittances and review non-payroll remittances for reasonableness and conformance to assignment policy Compute Worksheet, Transmit Instructions to Local s Reconcile Leading Practices in Expatriate Administration 4

5 Identify taxable compensation to be reported either back to home or host location and calculate and remit local tax payments Comply with Local Requirements for Shadow Reconcile (again) Compare results received for shadow payroll instructions with instructions to ensure accuracy of remittances Leading Practices in Expatriate Administration How does equity fit in? Focus by media Scrutiny by global tax authorities - Reporting and Withholding Corporate- Chargeback's / Deductions Wider use of equity awards Less use of Stock Options More RS and RSU s tied to Performance Globally mobile workforces Long Term, Short Term, Business Trips Domestic and International Ability of control process Complex Global Tax Regulations Increase in Volume of Award Grants Corporate Risk- monetary and brand Long Term Awards Mobile Employee s Regulatory Activity/ Tax Compliance The Current Environment 5

6 Typical Incentive Plans Treatment of equity compensation Lack of corporate sponsorship No central repository of information and system limitations Complexity of implementation Multi-everything (country, currency, regulations, etc.) Administration complex No tracking of mobility of employees No single owner of process or owner typically not IHR Many departments involved in process Company Challenges with Cross Border Equity Tax Matters 18 6

7 Tax Issues When is the incentive taxable? How much is taxable? What are the payroll reporting and withholding requirements? What is the interplay between payroll obligations, personal tax filings and tax equalization policies? Issues Should we report? Should we withhold? How much to report? How much to withhold? When to report? Timeliness of tax remittance to authorities Who is legally liable? Common Issues A grant to vest example Example of withholding by Vesting Tranche* 7

8 Increased focus on compliance Increased level of complexity of international moves Must understand global taxation to properly handle payroll reporting Don t forget equity and other long term incentives We have a lot of data let s use it! In conclusion AUGUST 14, 2013 University of Michigan Dearborn, MI Hosts: Sponsors : INTERNATIONAL ASSIGNMENT COSTS (PROJECTING, TRACKING & RECONCILING ECONCILING) August 14,

9 Cross Border and Local The Ground Work Structure and Administration Basics Copyright Expaticore Services LLC 2013 All rights reserved 1 Elements of International Data Management Secure data acquisition and compilation Updates to payroll processors Delivery of gross to net data to data repository for reporting Data retention for future reporting Processing Calculation of gross to net Gross earnings Less: deductions Less: taxes Net pay Compliance Funding The accurate and timely distribution of funds to beneficiaries as: Net pay Tax payments Third party payments (e.g. benefits) Management, accounting and other reporting Copyright Expaticore Services LLC 2013 All rights reserved 2 Standard Global Program Management Model Governance Global Program Management Local Processing Local Processing Local Processing Copyright Expaticore Services LLC 2013 All rights reserved 3 1

10 Governance Approve administration model design Global budget authorization Set data security standards Define tax positions Approve global policies Execute BPO contracts Vendor performance and SLAs Establish global performance standards Technology signoff Copyright Expaticore Services LLC 2013 All rights reserved 4 Global Program Management Copyright Expaticore Services LLC 2013 All rights reserved 5 Local Processing Effective resources Local compliance administration Tax payments Third party payments Net pay delivery Employee customer service Integration of global programs Local vendor management Local and non local data reporting Copyright Expaticore Services LLC 2013 All rights reserved 6 2

11 Fully Centralized Shared Services Model Governance Shared Service Center (ERP Plus Workflow) Instructions out Country A Country B Regional Outsourced Processor Country C Country G Country F Country E Country D Data Returned Copyright Expaticore Services LLC 2013 All rights reserved 7 Hybrid Shared Services Model Governance Shared Service Center (ERP Plus Workflow) Instructions out Country A Country B Regional Outsourced Processor Country C Country G Country F Country E Country D Data Returned Copyright Expaticore Services LLC 2013 All rights reserved 8 Managed Services Governance Program Management Company (either Employer or BPO) Joiners, Leavers, Updates Third Party or Aggregator Global Workflow Most of the company payroll reporting Reporting Feeds to accounting and HRIS Data Returned to Aggregator Country C Processor Country B Processor Country A Processor Copyright Expaticore Services LLC 2013 All rights reserved 9 3

12 BPO Model Governance Third Party BPO Shared Service Center (ERP Plus Workflow) Instructions out Country A Country B Regional Outsourced Processor Country C Country G Country E Country D Country F Data Returned Copyright Expaticore Services LLC 2013 All rights reserved 10 Business Process Outsourcing Time and Attendance Help desk Human Resources Capture and process payroll updates (employees & contractors) Payslips Funds management including net pay, statutorily Core required Services payments and third party pay Compliance Accounting Management reporting Employee and Management Self Service Business Intelligence in Multiple Currencies/ Languages Copyright Expaticore Services LLC 2013 All rights reserved 11 In-Country Processing Flow Data Sources Local HR Admin and Time & Attendance Accounts Payable Updates Collated and Distributed to Local Processor Collation/Distribution of Joiners/Leavers/Updates Processors Apply Rules and Run Gross-to-Net Gross-to-Net Processing Local Compliance Management and Accounting Reports Statutory Reports Other Local Sources Employee Payslips Copyright Expaticore Services LLC 2013 All rights reserved 4

13 Multi-Country Processing Flow Data Sources Local Feeds Updates Collated and Distributed to Local Processor Processors Apply Rules and Run Gross-to-Net COUNTRY 1 Gross-to-Net Processing Local Compliance Management and Accounting Reports Collation/Distribution of Joiners/Leavers/Updates COUNTRY 2 Gross-to-Net Processing Statutory Reports Global or Regional Feeds COUNTRY 3 Gross-to-Net Processing Employee Payslips Feed Back to Global Data Repository Copyright Expaticore Services LLC 2013 All rights reserved 13 Expatriates Data Sources HRIS/ Comp AP Updates Collated and Distributed to Each Local Processor According to Calendar Processors Apply Rules and Run Gross-to-Net Country 1 Local Compliance Management and Accounting Reports Relocati on Collation/Distribution of Joiners/Leavers/Updates Country 2 Other Reports Stock Country 3 Employee Payslips Home/ Host Iterative Updates Home Updates to Home/Host Copyright Expaticore Services LLC 2013 All rights reserved 14 Complexities of Expatriates Unique policies that require special paycoding Concurrent payrolls (shadow payrolling) Tax equalization Imputed income items Split pay Foreign exchange Grossups Tax law Accounting Copyright Expaticore Services LLC 2013 All rights reserved 15 5

14 Data Management Technology data sources In-country payroll processing HRIS 1 Bonus Stock Collation of changes data In country payroll updates 2 3 Load Gross to Net reports Report Other 4 Data Management Software Copyright Expaticore Services LLC 2013 All rights reserved 16 Technology Employee Self Service Employees should have the ability to access their payroll information Copyright Expaticore Services LLC 2013 All rights reserved 17 6

International, mobility and expatriate payroll and tax compliance: X factors of successful expatriate payroll administration

International, mobility and expatriate payroll and tax compliance: X factors of successful expatriate payroll administration International, mobility and expatriate payroll and tax compliance: X factors of successful expatriate payroll administration Dave Leboff, Expaticore Francoise Dinkins, Deloitte Tax LLP Enzo Borzaro, Deloitte

More information

REPORT. Best Practices on Expatriate Payroll Administration

REPORT. Best Practices on Expatriate Payroll Administration REPORT Best Practices on Expatriate Payroll Administration Expatriate Payroll Administration Report: Background Survey Background In 2012, SIRVA Global Compensation and Payroll Services conducted a survey

More information

Income Tax and Social Insurance

Income Tax and Social Insurance The Global Employer: Focus on Global Immigration & Mobility Income Tax and Social Insurance An employee who works abroad is always concerned about the possibility of increased income taxation and social

More information

Global Expense & Compensation Management

Global Expense & Compensation Management Organizations are becoming increasingly aware of their responsibility to report accurate and timely expenses and compensation information for their international assignee populations. Whether managed in

More information

SESSION 1.1. Implementing a Payroll Process for Globally Mobile Employees: General Electric Case Study

SESSION 1.1. Implementing a Payroll Process for Globally Mobile Employees: General Electric Case Study SESSION 1.1 Implementing a Payroll Process for Globally Mobile Employees: General Electric Case Study Theodore Sadlouskos Tax Lead, GE Theodore.Sadlouskos@ge.com Michael Bussa Partner, Ernst & Young LLP

More information

Paying Expats: Managing Expatriate Payroll Tax & Administration Issues

Paying Expats: Managing Expatriate Payroll Tax & Administration Issues Paying Expats: Managing Expatriate Payroll Tax & Administration Issues Sue Wines, CPP, VP, SIRVA Global Compensation and Payroll Services sue.wines@sirva.com Dave Holcomb, SIRVA Global Compensation and

More information

www.pwc.co.uk Making payroll pay Managing risk and compliance in an unprecedented era of change

www.pwc.co.uk Making payroll pay Managing risk and compliance in an unprecedented era of change www.pwc.co.uk Making payroll pay Managing risk and compliance in an unprecedented era of change Global megatrends Demographic and social change Shift in global economic power Rapid urbanisation Climate

More information

White Paper. The Hidden Benefits of Human Resource Business Process Outsourcing (HR BPO) SOURCING ANALYTICS

White Paper. The Hidden Benefits of Human Resource Business Process Outsourcing (HR BPO) SOURCING ANALYTICS Helping Companies Optimize Their HR/ Benefits/Payroll Service Partnerships White Paper The Hidden Benefits of Human Resource Business Process Outsourcing (HR BPO) Contents Executive Overview 3 About the

More information

Enabling Agile, Efficient and Reliable Global HCM Through Integrated Payroll

Enabling Agile, Efficient and Reliable Global HCM Through Integrated Payroll ADP STREAMLINE SM Enabling Agile, Efficient and Reliable Global HCM Through Integrated Payroll HR. Payroll. Benefits. Complex legal and tax mazes, cultural differences and labor laws - the complexity of

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

Centralizing Multi-Country Payroll? Three Things To Focus On

Centralizing Multi-Country Payroll? Three Things To Focus On Centralizing Multi-Country Payroll? Three Things To Focus On Technology Process Local Expertise 89% of senior HR professionals in global organizations feel a complete view of their employees is critical,

More information

Complexities in Expatriation Compensation Data Management. The challenges presented by compliance and reporting obligations generated by

Complexities in Expatriation Compensation Data Management. The challenges presented by compliance and reporting obligations generated by Complexities in Expatriation Compensation Data Management BY HEATHER RANGEL, KEVIN ALSUP, AND ALGERNON WADSWORTH, GMS The challenges presented by compliance and reporting obligations generated by administering

More information

PAYING ACROSS BORDERS

PAYING ACROSS BORDERS PAYING ACROSS BORDERS Speakers: Mark Graham, Commercial Manager. Ruairi Kelleher, Commercial Director. Christine Keily, Tax and Payroll Director. Agenda Challenges of International Payroll Payroll Challenges

More information

PRACTICAL LAW EMPLOYEE SHARE PLANS EMPLOYMENT AND EMPLOYEE BENEFITS VOL 2 MULTI-JURISDICTIONAL GUIDE 2012/13. The law and leading lawyers worldwide

PRACTICAL LAW EMPLOYEE SHARE PLANS EMPLOYMENT AND EMPLOYEE BENEFITS VOL 2 MULTI-JURISDICTIONAL GUIDE 2012/13. The law and leading lawyers worldwide PRACTICAL LAW MULTI-JURISDICTIONAL GUIDE 2012/13 EMPLOYMENT AND EMPLOYEE BENEFITS VOL 2 The law and leading lawyers worldwide Essential legal questions answered in 22 key jurisdictions Comparative table

More information

Income tax for individuals is computed on a monthly basis by applying the above progressive tax rates to employment income.

Income tax for individuals is computed on a monthly basis by applying the above progressive tax rates to employment income. Worldwide personal tax guide 2013 2014 China Local information Tax Authority Website Tax Year Tax Return due date Is joint filing possible Are tax return extensions possible State Administration of Taxation

More information

Human Resources & Payroll Solutions

Human Resources & Payroll Solutions Human Resources and Payroll needs are as diverse as the people you employ; your people and their skills are the most valuable asset in your organization. Being able to manage important people information

More information

Mitigating the Risks of Permanent Establishments and Increased Compliance

Mitigating the Risks of Permanent Establishments and Increased Compliance Mitigating the Risks of Permanent Establishments and Increased Compliance Caroline Phan, Bombardier Georgina Tollstam, KPMG LLP Suzanne de Lint, KPMG Law LLP Issues to cover today through case studies

More information

Multi-jurisdictional and Trailing Tax Liabilities: The Inevitable Challenge for Global Incentive Compensation Programs

Multi-jurisdictional and Trailing Tax Liabilities: The Inevitable Challenge for Global Incentive Compensation Programs Multi-jurisdictional and Trailing Tax Liabilities: The Inevitable Challenge for Global Incentive Compensation Programs Michael Bussa, EY (US) Lisa Gavranich, EY (US) Angelo Petraglia, Citigroup (US) Presenters

More information

Houston Compensation & Benefits. Post-Deal Integration Planning for Compensation & Benefits. Wednesday, April 22, 2015

Houston Compensation & Benefits. Post-Deal Integration Planning for Compensation & Benefits. Wednesday, April 22, 2015 Houston Compensation & Benefits Post-Deal Integration Planning for Compensation & Benefits Wednesday, April 22, 2015 Agenda Deal Timeline/Background Integration of Compensation and Benefits Medical/Retirement

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

Understanding PHR, SPHR, and GPHR recertification

Understanding PHR, SPHR, and GPHR recertification Understanding PHR, SPHR, and GPHR recertification What is the PHR, SPHR, and GPHR? Each certification widely recognized in the HR Industry, by HRCI, and by SHRM Like the CPA of HR Varying levels How to

More information

Trends in Global Mobility Policies Current Economic Drivers and Risk Management Considerations

Trends in Global Mobility Policies Current Economic Drivers and Risk Management Considerations INTERNATIONAL EXECUTIVE SERVICES Trends in Global Mobility Policies Current Economic Drivers and Risk Management Considerations TAX November 5, 2010 Notice ANY TAX ADVICE IN THIS COMMUNICATION IS NOT INTENDED

More information

International Payroll Services shaped to meet your needs

International Payroll Services shaped to meet your needs International Payroll Services shaped to meet your needs WHY IS IT SO DIFFICULT TO FIND... The Global Challenge It isn t easy to achieve a consistent payroll service across multiple countries. There are

More information

Agenda. Introduction Important considerations Global Human Resource Checklist. Getting Started

Agenda. Introduction Important considerations Global Human Resource Checklist. Getting Started Global Human Resources Checklist Consideration and Implementation Chicago GlobalBusinessNews 13 June 2014 Agenda Introduction Important considerations Global Human Resource Checklist Business Travelers

More information

The Payroll Operations Survey summary of results

The Payroll Operations Survey summary of results The Payroll Operations Survey summary results December 2014 Deloitte LLP is pleased to present the summary the results from the 2014 Payroll Operations Survey. As the second survey its type conducted by

More information

Building a Global Payroll Model. Charlotte N. Hodges, CPP

Building a Global Payroll Model. Charlotte N. Hodges, CPP Building a Global Payroll Model Charlotte N. Hodges, CPP Virginia Statewide Payroll Conference October 9-10, 2014 Agenda Challenges Strategic Factors Global Payroll Strategy Global Payroll Model Key Partnerships

More information

Solutions overview. Inspiring talent management. Solutions insight. Inspiring talent management

Solutions overview. Inspiring talent management. Solutions insight. Inspiring talent management Solutions overview Inspiring talent management Solutions insight Inspiring talent management Inspiring talent management Intuitive technology that people love to use Lumesse is the only global company

More information

Demystifying IT for HR

Demystifying IT for HR Demystifying IT for HR Application Classification IT Applications for HR have undergone a rapid development over the recent years. This article explores the various types of HR applications and proposes

More information

Thinking Beyond Borders

Thinking Beyond Borders INTERNATIONAL EXECUTIVE SERVICES Thinking Beyond Borders Uganda kpmg.com Uganda Introduction An individual s liability to income tax in Uganda is determined according to the nature of income earned and

More information

New York University University Policies

New York University University Policies New York University University Policies Title: Tax Compliance and Tax Protection Policy Effective Date: Upon Issuance Supersedes: Issuing Authority: Office of Finance and Budget Responsible Officer: Executive

More information

NAPCS Product List for NAICS 54161: Management Consulting Services

NAPCS Product List for NAICS 54161: Management Consulting Services NAPCS List for NAICS 54161: National 54161 1 Management Providing advice and guidance in the areas of strategic and organizational, financial, human resources, marketing, and operations and supply chain

More information

People drive business success

People drive business success People drive business success HR Risk: managing risks that matter A meeting with IIA Orange County 13 September 2012 Discussion agenda People related risk in today s environment HR risk universe Hot topics

More information

Verifone Reports Results for the Second Quarter of Fiscal 2016

Verifone Reports Results for the Second Quarter of Fiscal 2016 Verifone Reports Results for the Second Quarter of Fiscal 2016 SAN JOSE, Calif. (BUSINESS WIRE) Verifone (NYSE: PAY), a world leader in payments and commerce solutions, today announced financial results

More information

S24 - Governance, Risk, and Compliance (GRC) Automation Siamak Razmazma

S24 - Governance, Risk, and Compliance (GRC) Automation Siamak Razmazma S24 - Governance, Risk, and Compliance (GRC) Automation Siamak Razmazma Governance, Risk, Compliance (GRC) Automation Siamak Razmazma Siamak.razmazma@protiviti.com September 2009 Agenda Introduction to

More information

INCOME TAX AND THE SRP

INCOME TAX AND THE SRP INCOME TAX AND THE SRP (For Participants joining the Plan on or after April 15, 1998 Net Plan) The information provided below is for information purposes only - it is not tax advice. U.S. tax law is subject

More information

Financial Services Purchasing Forum Best practice SRM the supplier s view

Financial Services Purchasing Forum Best practice SRM the supplier s view Financial Services Purchasing Forum Best practice SRM the supplier s view 23 June 2008 Peter Fawcett, Director, Financial Services www.alsbridge.eu Contents SRM : Market trends and challenges The supplier

More information

Building Your Strategic Business Case for HR Technology. Speaker: Kristie Evans Managing Principal HR Project Manager PM Instructor

Building Your Strategic Business Case for HR Technology. Speaker: Kristie Evans Managing Principal HR Project Manager PM Instructor Building Your Strategic Business Case for HR Technology Speaker: Kristie Evans Managing Principal HR Project Manager PM Instructor Agenda Today s Goals HR Value Outcomes Break 10 am Methodologies Business

More information

The MobiliTy & CoMPensaTion ParTnershiP: PiTfalls & solutions Executive Summary Introduction Page 1

The MobiliTy & CoMPensaTion ParTnershiP: PiTfalls & solutions Executive Summary Introduction Page 1 The Mobility & Compensation Partnership: Pitfalls & Solutions Executive Summary This article highlights potential pitfalls in the relationship between Compensation and Mobility. It also conversely examines

More information

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by:

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by: CARLETON UNIVERSITY POSITION DESCRIPTION Position Title: Manager, HR Systems Position No.: 298879 Reports to: Department: Assistant Director HR, Talent Programs Human Resources Approved by: (Incumbent/Date)

More information

Global Payroll? A Few Planning Considerations. Human Resources Globalization

Global Payroll? A Few Planning Considerations. Human Resources Globalization Global Payroll? A Few Planning Considerations Human Resources Globalization Global Payroll? A Few Considerations Today s businesses operate in an increasingly global environment. As a result, globalizing

More information

Rise to the challenge Human resources critical issues innovative solutions

Rise to the challenge Human resources critical issues innovative solutions Rise to the challenge Human resources critical issues innovative solutions 1 Foreword The responsibilities of the HR function have changed significantly over the past decade to focus increasingly on the

More information

Ramco Systems developing products for over 15+ years

Ramco Systems developing products for over 15+ years www.ramco.com Ramco Systems developing products for over 15+ years Part of $1Bn Ramco Group Business Focus Platform, Product, Services Key products HCM, ERP, Aviation 1000+ Customers across 35 countries

More information

Today s webcast will begin shortly.

Today s webcast will begin shortly. WorkForce Software Webcast Today s webcast will begin shortly. Join in on the conversation after the webinar! Follow us on Twitter: @WorkForceSW Visit our blog at http://workforcesoftware.com/blog Getting

More information

Building a Data Quality Scorecard for Operational Data Governance

Building a Data Quality Scorecard for Operational Data Governance Building a Data Quality Scorecard for Operational Data Governance A White Paper by David Loshin WHITE PAPER Table of Contents Introduction.... 1 Establishing Business Objectives.... 1 Business Drivers...

More information

www.pwc.ie Making payroll pay Managing risk and compliance in an unprecedented era of change

www.pwc.ie Making payroll pay Managing risk and compliance in an unprecedented era of change www.pwc.ie Making payroll pay Managing risk and compliance in an unprecedented era of change October 2015 Global megatrends Demographic and social change Shift in global economic power Rapid urbanisation

More information

Human Resources. Employee Payroll FAQ

Human Resources. Employee Payroll FAQ Human Resources RESOURCE DOCUMENT - V1. 2014 PAGE 1 OF 9 FAQ Index 1. What should I do if I am commencing employment in Ireland for the first time? 2. What should I do if I am moving employment? 3. What

More information

THOUGHT LEADERSHIP REPORT

THOUGHT LEADERSHIP REPORT THOUGHT LEADERSHIP REPORT PAYROLL IN ASIA 2015 INTRODUCTION Payroll covers all aspects of paying a company s employees. This includes making sure that salaries are paid in the correct amount and on time,

More information

Tax Consequences of Providing IT Consulting Services

Tax Consequences of Providing IT Consulting Services Tax Consequences of Providing IT Consulting Services Presented By:, CA, CPA And Offices in Toronto & Chicago 1-888- US TAXES Canadian IT Contractors Can Work: As employees; Pros & Cons of Being an Employee

More information

SAP ERP FINANCIALS ENABLING FINANCIAL EXCELLENCE. SAP Solution Overview SAP Business Suite

SAP ERP FINANCIALS ENABLING FINANCIAL EXCELLENCE. SAP Solution Overview SAP Business Suite SAP Solution Overview SAP Business Suite SAP ERP FINANCIALS ENABLING FINANCIAL EXCELLENCE ESSENTIAL ENTERPRISE BUSINESS STRATEGY PROVIDING A SOLID FOUNDATION FOR ENTERPRISE FINANCIAL MANAGEMENT 2 Even

More information

STATE OF FLORIDA DEPARTMENT OF BUSINESS AND PROFESSIONAL REGULATION. BALANCE SHEET As of

STATE OF FLORIDA DEPARTMENT OF BUSINESS AND PROFESSIONAL REGULATION. BALANCE SHEET As of STATE OF FLORIDA DEPARTMENT OF BUSINESS AND PROFESSIONAL REGULATION BALANCE SHEET As of ASSETS CURRENT ASSETS Cash and Cash Equivalents Cash - Restricted Accounts Receivable - Trade Accounts Receivable

More information

HR CERTIFICATION INSTITUTE HUMAN RESOURCE MANAGEMENT PROFESSIONAL BODY OF KNOWLEDGE HRMPSM. 1 HR CERTIFICATION INSTITUTE hrci.org

HR CERTIFICATION INSTITUTE HUMAN RESOURCE MANAGEMENT PROFESSIONAL BODY OF KNOWLEDGE HRMPSM. 1 HR CERTIFICATION INSTITUTE hrci.org HR CERTIFICATION INSTITUTE HUMAN RESOURCE MANAGEMENT PROFESSIONAL BODY OF KNOWLEDGE HRMPSM 1 HR CERTIFICATION INSTITUTE hrci.org 16% 32% 23% 29% ABOUT THE HRMP SM CREDENTIAL Human Resource Management Professional

More information

Effective Utilization of SAP ERP HCM as an Efficient & Cost Saving Tool in Business

Effective Utilization of SAP ERP HCM as an Efficient & Cost Saving Tool in Business Session Effective Utilization of SAP ERP HCM as an Efficient & Cost Saving Tool in Business Janardhan N Lead CoE-SAP HCM Wipro Coverage 1 HR Deliverables Generic View 2 SAP Technology Vital Elements 3

More information

SuccessFactors Announces First Quarter Fiscal 2010 Results

SuccessFactors Announces First Quarter Fiscal 2010 Results CONTACTS: CONTACT: Dominic Paschel SuccessFactors, Inc. Global Public & Investor Relations 415-262-4641 dpaschel@successfactors.com SuccessFactors Announces First Quarter Fiscal 2010 Results Q110 bookings

More information

Total Tax Contribution of the UK banking sector

Total Tax Contribution of the UK banking sector www.pwc.co.uk Total Tax Contribution of the UK banking sector A publication prepared by PwC for the British Bankers Association September 2015 Table of Contents Foreword... 4 Executive summary... 5 Purpose

More information

OBLIGATION MANAGEMENT

OBLIGATION MANAGEMENT OBLIGATION MANAGEMENT TRACK & TRACE: CONTRACTUAL OBLIGATIONS Better Visibility. Better Outcomes RAMESH SOMASUNDARAM DIRECTOR, IT VENDOR MANAGEMENT SERVICES MARCH 2012 E N E R G I C A Governance Matter

More information

Workday & SafeGuard World International

Workday & SafeGuard World International DATA SHEET Workday & SafeGuard World International A Certified Integration for Global Payroll March, 2014 Prepared by SafeGuard World International in Partnership with Workday Page 1 of 8 A Certified Integration

More information

Construction Company Capacity Assessment

Construction Company Capacity Assessment Business/Firm Name: Vendor NCDOT Number: Contact Address: Construction Company Capacity Assessment Name/Title of Person Taking Assessment: Phone Contact Information: Email Contact Information: List Current

More information

Taxing FRINGE BENEFITS 2014. A payroll professional s guide to getting it right in tax year 2014.

Taxing FRINGE BENEFITS 2014. A payroll professional s guide to getting it right in tax year 2014. Taxing FRINGE BENEFITS 2014 A payroll professional s guide to getting it right in tax year 2014. Table of Contents Introduction: Chapter 1: Chapter 2: Chapter 3: Chapter 4: Why Worry? Fringe Benefits Overview

More information

Advantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance

Advantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance Advantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance Registered 2 Advantage HCM for Oil and Gas The oil and gas workforce challenge Achieving a more

More information

Optional Retirement Program (ORP) Summary Plan Description

Optional Retirement Program (ORP) Summary Plan Description Optional Retirement Program (ORP) Summary Plan Description April 2012 Table of Contents Establishment............................................... 1 Eligibility...................................................

More information

Mobility: It s Not Just a Global Discussion

Mobility: It s Not Just a Global Discussion SESSION 3.5 Mobility: It s Not Just a Global Discussion Kate Forsyth Peter Simeonidis Senior Manager Senior Manager Deloitte Tax LLP Deloitte Tax LLP 213-593-4279 212-436-3092 SESSION 3.5 Mobility: It

More information

Who we are. How can we work together?

Who we are. How can we work together? Who we are How can we work together? What is our motivation? We are driven by innovation and we enjoy exploring smarter BPO solutions and advisory that help our clients attain success. Our Values are a

More information

Choosing the Right Entity for Maximum Tax Benefits for Your Construction Company

Choosing the Right Entity for Maximum Tax Benefits for Your Construction Company Choosing the Right Entity for Maximum Tax Benefits for Your Construction Company Timely re-evaluation of choice of entity will enhance the shareholder value of your contractor client By Theran J. Welsh

More information

Thinking Beyond Borders

Thinking Beyond Borders INTERNATIONAL EXECUTIVE SERVICES Thinking Beyond Borders Tanzania kpmg.com Tanzania Introduction Taxation of individuals under the Income Tax Act 2004 (ITA) is on the basis of both residence and source.

More information

5 Remittances. A. Economic Concept of Remittances and Why They Are Important

5 Remittances. A. Economic Concept of Remittances and Why They Are Important APPENDIX 5 Remittances A. Economic Concept of Remittances and Why They Are Important A5.1 Remittances represent household income from foreign economies arising mainly from the temporary or permanent movement

More information

Working Capital Metrics: What Gets Measured Gets Managed

Working Capital Metrics: What Gets Measured Gets Managed Working Capital Metrics: What Gets Measured Gets Managed Janine Durbin Director; Working Capital Advisor Phone: 312.992.5185 E-Mail: janine.m.durbin@baml.com Understanding Working Capital Working Capital

More information

Hot Topics to Consider when Auditing Human Resources. Sharon Whittle Carolinas Compensation and Benefit Consulting Practice Leader

Hot Topics to Consider when Auditing Human Resources. Sharon Whittle Carolinas Compensation and Benefit Consulting Practice Leader Hot Topics to Consider when Auditing Human Resources Sharon Whittle Carolinas Compensation and Benefit Consulting Practice Leader December 9, 2011 Grant Thornton LLP. All rights reserved. Why Audit in

More information

Build an Advanced Incentive- Compensation Program That Meets Today s Sales Goals

Build an Advanced Incentive- Compensation Program That Meets Today s Sales Goals SAP Brief SAP Extensions SAP Incentive Administration by Vistex Objectives Build an Advanced Incentive- Compensation Program That Meets Today s Sales Goals Take advantage of new approaches for today s

More information

Global Employment Outsourcing (GEO TM ) 25 Most Frequently Asked Questions

Global Employment Outsourcing (GEO TM ) 25 Most Frequently Asked Questions SafeGuard World International 8020 Arco Corporate Drive Raleigh, NC 27617 USA Tel: 1 (919) 300-5136 Fax: 1 (919) 294 6504 www.safeguardworld.com Global Employment Outsourcing (GEO TM ) 25 Most Frequently

More information

Alternative Approaches to Executive Compensation

Alternative Approaches to Executive Compensation Alternative Approaches to Executive Compensation 2014 New England Chapter Annual Conference October 3, 2014 Bill Enck, CPA, CPC, APA BerryDunn Joseph E. Marx, CPA Principal Financial Group Today s Agenda

More information

Audit and Permitted Non-Audit Services Pre-Approval Policy (Pertaining to the Company s Independent Auditor)

Audit and Permitted Non-Audit Services Pre-Approval Policy (Pertaining to the Company s Independent Auditor) Audit and Permitted Non-Audit Services Pre-Approval Policy (Pertaining to the Company s Independent Auditor) Statement of Principles Pursuant to the Sarbanes-Oxley Act of 2002 (the Act ) and in accordance

More information

Maximizing the Value of Employee Benefits: The Collaborative Opportunity For Risk Management

Maximizing the Value of Employee Benefits: The Collaborative Opportunity For Risk Management Maximizing the Value of Employee Benefits: The Collaborative Opportunity For Risk Management The Collaborative Opportunity For Risk Management and HR Double-digit annual cost increases for medical care.

More information

THE NEXT GENERATION OF HR SHARED SERVICES SUBHEADLINE RUNS HERE AND HERE AND HERE AND HERE

THE NEXT GENERATION OF HR SHARED SERVICES SUBHEADLINE RUNS HERE AND HERE AND HERE AND HERE THE NEXT GENERATION OF HR SHARED SERVICES SUBHEADLINE RUNS HERE AND HERE AND HERE AND HERE SAP Executive Insight It s no secret that implementing HR shared services can help organizations generate significant

More information

Employer Obligation to Maintain and Report Records

Employer Obligation to Maintain and Report Records New Jersey Department of Labor and Workforce Development Chapter 194, Laws of New Jersey, 2009, Relating to Employer Obligation to Maintain and Report Records Regarding Wages, Benefits, Taxes and Other

More information

Data analytics and workforce strategies New insights for performance improvement and tax efficiency

Data analytics and workforce strategies New insights for performance improvement and tax efficiency Data analytics and workforce strategies New insights for performance improvement and tax efficiency Leading organizations today are shaping effective workforce strategies through the use of data analytics.

More information

Global Payroll is not a Myth. It s a Journey. Are you ready to take that first step?

Global Payroll is not a Myth. It s a Journey. Are you ready to take that first step? Global Payroll is not a Myth. It s a Journey. Are you ready to take that first step? Presenter Strategic, global HR leader with extensive, high impact service delivery experience covering payroll, benefits,

More information

Blind spot Banks are increasingly outsourcing more activities to third parties. But they can t outsource the risks.

Blind spot Banks are increasingly outsourcing more activities to third parties. But they can t outsource the risks. Blind spot Banks are increasingly outsourcing more activities to third parties. But they can t outsource the risks. For anyone familiar with the banking industry, it comes as no surprise that banks are

More information

Workforce Analytics and Business Intelligence

Workforce Analytics and Business Intelligence Workforce Analytics and Business Intelligence Understanding and Improving Workforce Performance Executive Summary Aligning Business and IT to Improve Performance Ventana Research 6150 Stoneridge Mall Road,

More information

VASSETI (UK) PLC CONSOLIDATED FINANCIAL STATEMENTS FOR THE SIX MONTHS ENDED 30 JUNE 2013

VASSETI (UK) PLC CONSOLIDATED FINANCIAL STATEMENTS FOR THE SIX MONTHS ENDED 30 JUNE 2013 CONSOLIDATED FINANCIAL STATEMENTS FOR THE SIX MONTHS ENDED 30 JUNE 2013 INTERIM MANAGEMENT REPORT (UNAUDITED) FOR THE 6 MONTHS ENDED 30 JUNE 2013 1. Key Risks and uncertainties Risks and uncertainties

More information

Shared Services Defined

Shared Services Defined Shared Services 101 Shared Services Defined The objective of Shared Services is to optimize the delivery of costeffective, flexible, quality services to all clients. Combines the Best of Both Models: Scale

More information

CERTIFICATIONS IN GLOBAL PROFESSIONAL IN HUMAN RESOURCES GPHR EXAM CONTENT OUTLINE

CERTIFICATIONS IN GLOBAL PROFESSIONAL IN HUMAN RESOURCES GPHR EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» GPHR GLOBAL PROFESSIONAL IN HUMAN RESOURCES GPHR EXAM CONTENT OUTLINE GPHR EXAM CONTENT OUTLINE AT-A-GLANCE GPHR EXAM WEIGHTING BY FUNCTIONAL AREA» Strategic HR Management

More information

Questions and Answers for the Additional Medicare Tax

Questions and Answers for the Additional Medicare Tax Questions and Answers for the Additional Medicare Tax On Nov. 26, 2013, the IRS issued final regulations (TD 9645) implementing the Additional Medicare Tax as added by the Affordable Care Act (ACA). The

More information

For the year ended 31 March 2015. Guide to year end tax planning

For the year ended 31 March 2015. Guide to year end tax planning For the year ended 31 March 2015 Guide to year end tax planning Contents Introduction Year end tax planning checklist 5 Current income tax rates 9 Provisional tax overview 11 Penalties regime 13 Record

More information

PeopleSoft Enterprise v9.1 Payroll (U.S.) End User Training Guide. Page 1. 2010 SpearMC PeopleSoft v9.1 Payroll

PeopleSoft Enterprise v9.1 Payroll (U.S.) End User Training Guide. Page 1. 2010 SpearMC PeopleSoft v9.1 Payroll PeopleSoft Enterprise v9.1 Payroll (U.S.) End User Training Guide Contact Information: SpearMC Consulting 1-866-SPEARMC info@spearmc.com Page 1 --------------------INTENTIONALLY LEFT BLANK--------------------

More information

Version 2.0.0. 8.0 manage Financial resources. The Framework for Process Improvement. History

Version 2.0.0. 8.0 manage Financial resources. The Framework for Process Improvement. History Financial Management DEFINITIONS AND KEY MEASURES Version 2.0.0 The Framework for Process Improvement Experience shows that benchmarking s potential to drive dramatic improvement lies squarely in making

More information

HR Technology Strategies that Work in Healthcare. Background

HR Technology Strategies that Work in Healthcare. Background HR Technology Strategies that Work in Healthcare Shawn Davis Intermountain Healthcare Background Shawn Davis Director, HR Workforce Solutions & Analytics IHRIM Board of Directors (2009-2011) HRIP Certification

More information

FRISSE & BREWSTER LAW OFFICES

FRISSE & BREWSTER LAW OFFICES FRISSE & BREWSTER LAW OFFICES ADVANTAGES AND DISADVANTAGES OF VARIOUS BUSINESS ENTITIES SOLE PROPRIETORSHIP A sole proprietorship is simple to establish and operate; little ongoing documentation is needed.

More information

5 Things You re Missing

5 Things You re Missing WHITE PAPER 5 Things You re Missing if Your AP Automation Solution Doesn t Have Predictive Analytics Published by: Sponsored by: 5 Things You re Missing if Your AP Automation Solution Doesn t Have Predictive

More information

Linking Risk Management to Business Strategy, Processes, Operations and Reporting

Linking Risk Management to Business Strategy, Processes, Operations and Reporting Linking Risk Management to Business Strategy, Processes, Operations and Reporting Financial Management Institute of Canada February 17 th, 2010 KPMG LLP Agenda 1. Leading Practice Risk Management Principles

More information

Organization and Operations. Metric Name Formula Description

Organization and Operations. Metric Name Formula Description Metric List Organization and Operations *Revenue Factor Revenue / Regular FTE Revenue per FTE. Workforce s Revenue Factor Revenue / Workforce On Payroll FTE Revenue per FTE (including all regular employees

More information

HR certification: basic course

HR certification: basic course HR certification: basic course What makes the program unique: It is a modular program covering all major areas of the integrated talent It combines theoretical and practical training components Trainings

More information

PRE-IPO/VENTURE-BACKED PAY PLANNING Getting Your Startup s Compensation House in Order By Brett Harsen, Vice President

PRE-IPO/VENTURE-BACKED PAY PLANNING Getting Your Startup s Compensation House in Order By Brett Harsen, Vice President PRE-IPO/VENTURE-BACKED PAY PLANNING Getting Your Startup s Compensation House in Order By Brett Harsen, Vice President Working for a startup company can be an exciting jaunt through periods of growth and

More information

HP Inc. Reports Hewlett-Packard Company Fiscal 2015 Full-Year and Fourth Quarter Results

HP Inc. Reports Hewlett-Packard Company Fiscal 2015 Full-Year and Fourth Quarter Results HP Inc. 1501 Page Mill Road Palo Alto, CA 94304 hp.com News Release HP Inc. Reports Hewlett-Packard Company Fiscal 2015 Full-Year and Fourth Quarter Results Editorial contacts HP Inc. Media Relations MediaRelations@hp.com

More information

Choice of Entity: Corporation or Limited Liability Company?

Choice of Entity: Corporation or Limited Liability Company? March 2014 Choice of Entity: Corporation or Limited Liability Company? By Gianfranco A. Pietrafesa* Attorney at Law There are many different types of business entities, including corporations, general

More information

German Tax Facts. The Expatriate Financial Guide to Germany

German Tax Facts. The Expatriate Financial Guide to Germany The Expatriate Financial Guide to Germany German Tax Facts Introduction Tax Year Assessment Basis Income Tax Taxation in Germany occurs at a national and municipal level. The Ministry of Finance controls

More information

Operations Excellence in Professional Services Firms

Operations Excellence in Professional Services Firms Operations Excellence in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction... 3 Market Challenges

More information

HRO Today, Dublin Julie Fernandez, ISG (formerly TPI)

HRO Today, Dublin Julie Fernandez, ISG (formerly TPI) Bringing Order to Global Payroll Chaos Panel Discussion HRO Today, Dublin Julie Fernandez, ISG (formerly TPI) 15 November 2012. No part of this document may be reproduced in any form or by any electronic

More information

1 of 4 DOCUMENTS. NEW JERSEY REGISTER Copyright 2011 by the New Jersey Office of Administrative Law. 43 N.J.R. 1571(a)

1 of 4 DOCUMENTS. NEW JERSEY REGISTER Copyright 2011 by the New Jersey Office of Administrative Law. 43 N.J.R. 1571(a) Page 1 1 of 4 DOCUMENTS NEW JERSEY REGISTER Copyright 2011 by the New Jersey Office of Administrative Law VOLUME 43, ISSUE 14 ISSUE DATE: JULY 18, 2011 RULE PROPOSALS LABOR AND WORKFORCE DEVELOPMENT THE

More information

Human. Rısk. By Matt Shadrick and Seymour Adler, Ph.D., Aon Consulting Worldwide

Human. Rısk. By Matt Shadrick and Seymour Adler, Ph.D., Aon Consulting Worldwide 10 08 The Magazine of WorldatWork WHY YOU SHOULD BE A Capıtal Human Rısk Manager QUICK LOOK When asked about your HR department s strength today, only 5 percent said strategic HR differentiation. Evaluating

More information

OPTIMIZING WORKFORCE MOBILITY MAKING IT FASTER, EASIER AND MORE COST-EFFECTIVE TO DEPLOY CRITICAL TALENT

OPTIMIZING WORKFORCE MOBILITY MAKING IT FASTER, EASIER AND MORE COST-EFFECTIVE TO DEPLOY CRITICAL TALENT OPTIMIZING WORKFORCE MOBILITY MAKING IT FASTER, EASIER AND MORE COST-EFFECTIVE TO DEPLOY CRITICAL TALENT With the right people in the right places, you can achieve anything. As one of the world s leading

More information