10 Best Practices for Outsourcing International Assignment Compensation Services
Global Relocation Grows...As Does The Complexity
Your company’s global reach has expanded; you have sales in new countries, or you have merged with (or acquired) a foreign enterprise. International business travelers’ assignments have morphed into short-term assignments which are, in turn, morphing into long-term assignments. Increasingly, the company needs to develop talent in its domestic workforce by deploying them overseas. Correspondingly, it needs its new foreign subsidiaries to better integrate into the business by sending talented workers to the world headquarters.
If you’ve experienced any of these issues, you’re probably also finding that your role in the organization has expanded exponentially; besides talent acquisition and talent management, you must be an expert on global compensation, on creating or coordinating payrolls; on global benefits plans, social taxes, work permits, secondment agreements, and immigration; and on and on. And then, over by the water cooler, your corporate attorney reminds you that all compensation paid to the global workforce must be assessed in both the home and host countries for tax compliance.
What Can You Do To Get Started?
It might be time to have a serious talk with a company that can assist in these areas. Compensation-related decisions are rarely black or white, and often have both pros and cons attached to them. Our white paper, “10 Best Practices for Outsourcing International Assignment Compensation Services” is a blueprint for getting started. You’ll find suggestions on assessing your company’s current global relocation program and designing a successful change management program.
For questions on the white paper, help in working through the evaluation process, and more detailed information about Cartus’ international assignment compensation services, please contact your Cartus representative or email us at email@example.com. We’d love to be of assistance.