Global Compensation Management
The majority of global employers face significant challenges in managing, delivering and reporting international assignee compensation data. The necessary data to allow the timely and compliant monthly delivery of compensation to assignees is invariably embedded in multiple data sources, often in different locations with different technology systems and is sometimes held only by third party service providers.
Deloitte’s Global Compensation Management service offering helps employers deliver assignee compensation in a structured and controlled manner, with robust reporting and controls to facilitate detailed employer internal cost reporting and recharges. Our solution also helps assignees fully understand their global pay position via a simple, but comprehensive, Global Pay Statement.
Deloitte’s Global Compensation Management team consists of more than 150 supporting clients with both depth of knowledge and practical operational experience. This was recognised when we were awarded the Expatriate Payroll Management award by Payroll World in 2011.
Issues and trends
The need for employee global mobility is growing. In the Deloitte 2011 Strategic Moves Survey, 80% of organisations anticipated that global mobility will become more important over the next 3 to 5 years.
With increasing global mobility comes increased complexity – both for the employer and employee. As global mobility increases in an organisation, so does the importance of managing the needs of the business and the assignee, whilst complying with regulatory requirements.
One of these needs is the management and delivery of assignee pay on a global basis, with key employer, employee and regulatory requirements:
- Business needs for the timely and accurate delivery and reporting of assignee compensation are growing. Employers need to ensure pay is delivered in a compliant manner, satisfying tax, social security and local regulatory requirements. Businesses require comprehensive reporting to manage internal recharges for assignee costs across growing numbers of locations and increasingly complex assignment policies.
- This can lead to time consuming queries and clarifications required from global mobility and HR teams. Employees want to ensure that the pay they are receiving equates back to that agreed as part of their assignment. Typically its delivery may be split between the assignee’s home and host location and involve foreign language payslips with complex entries that are difficult for the assignee to understand and reconcile.
- Revenue authority scrutiny on the management and delivery of global payroll is increasing. Externally, regulatory requirements are becoming more demanding with an increased focus from revenue authorities on ensuring payroll compliance and reporting obligations are met.
Our solutions
A successful solution requires the creation of an overarching infrastructure, cross border co-ordination, with continuous monitoring and updating to help clients manage efficiency and effectiveness.
Deloitte’s Global Compensation Management team provides an end-to-end service to clients dealing with the challenges of payroll, tax and social security compliance for international assignees.
Global Compensation Management can be summarised as a holistic service offering which:
- Assists clients with the complete and accurate global delivery and reporting of home and host pay;
- Helps clients to fulfill payroll compliance obligations, including shadow payroll across all operating locations;
- Allows compensation items (cash and non cash) to be correctly treated for tax and social security purposes;
- Delivers a comprehensive reporting suite; and
- Is underpinned by a robust control framework.
Key contacts
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