2015 Global Mobility Forum

Transcription

1 GLOBAL MOBILITY SERVICES 2015 Global Mobility Forum 6-8 October 2015 Rome, Italy

2 Next Generation Payroll making the new reality your reality Wojciech Kupny Director KPMG in Switzerland Wayne Soontiraratn Director KPMG in United States Daniel Bennett Assistant Manager KPMG in Switzerland

3 Panelists Hartmut Speck Head of Global Mobility Management Siemens AG Panel Riikka Virtanen Schwitter Head of Global Mobility Compliance Zurich Insurance Company Ltd. 3

4 Agenda WHAT IS IT ABOUT HOW TO SUCCEED Challenges in the marketplace (10 minutes) Market driven discussion around implementing solutions and addressing the challenges (60 minutes) - Client panel with interactive Q&A SAMPLE SOLUTION Demonstration of a technology driven response IN PRACTICE (20 minutes) 4

5 Challenges in the marketplace Global Payroll Compliance Control internal audit log Instruct payroll data Handle exceptions Compile year-end statements by country Report total compensation and cost Analyze employee costs Budget employee costs for upcoming assignments Identify missing compensation Calculate Grossups and separate from reportable items Consolidate multiple data sources Track trailing payments Comply with tax and payroll obligations Support internal recharge initiatives Standardize payroll element descriptions Determine nature of pay elements (shadow and paying) Manage deferred compensation Maintain paycodes Know what to report and where Reconcile payroll instructions 5

6 Global payroll compliance challenges US and Canada business travelers UK Real Time Information (RTI) and German wage tax requirements India data protection and privacy laws China complex tax calculations Brazil double taxation and social security issues Australia other reporting (Fringe Benefits Tax) 6

7 Implementing a Solution

8 Requirement for change? Which of the following factors best describes why your organization is taking the initiative to tackle global payroll compliance for mobile employees? Press 1 for Increased risk due to regulatory environment Press 2 for Internal cost management focus Press 3 for Following the marketplace (my competitors) Press 4 for Other Press 5 for We have not yet taken the initiative 8

9 Who is taking the lead? Which business function is taking ownership of global payroll compliance initiatives in your organization? Press 1 for Global Mobility Team Press 2 for HR Press 3 for Finance Press 4 for Group Tax Press 5 for Local Payroll Teams 9

10 What are the management options? Which of the following best describes your current approach to managing payroll compliance for globally mobile employees? Press 1 for Fully Outsource Press 2 for In-house Press 3 for Partially Outsource and in-house Press 4 for Other 10

11 What are the determining factors? Which of the following factors best describes why your organization has chosen your current approach? Press 1 for Budget or lack thereof Press 2 for Resources or lack thereof Press 3 for Technology solution Press 4 for Other 11

12 Where do you start? Other than long-term assignees, which population of mobile employees is currently at the top of your radar for global payroll compliance? Press 1 for Short-term assignees Press 2 for Commuters Press 3 for Business travellers (including state-to-state) Press 4 for Combination of the above Press 5 for None of the above we are still focused on long-term assignees 12

13 Organizational History Has your organization changed its strategic approach to payroll compliance for mobile employees over the last 3 years? Press 1 for Yes Press 2 for No 13

14 If you had the budget, where would you spend it? Assuming budget is available, where would you make the investment in your ongoing quest to be payroll compliant? Press 1 for Additional internal headcount Press 2 for Upgrade to internal systems and technology Press 3 for Outsourcing to an external provider Press 4 for Other 14

15 What are the benefits? What is the most important benefit your organization would gain from a centrally managed global payroll solution other than compliance? Press 1 for Integrated Structure which cannot be expected when each country is left to do what they believe is best Press 2 for Standardization and Understanding consistent communications to assignees and payrolls Press 3 for Control reconciliations and definition of clear roles and responsibilities Press 4 for Analytics real time access to internal management reporting Press 5 for Other 15

16 Introduction to KPMG LINK Global Payroll Manager (GPM)

17 KPMG Administration Flexible system design Default country taxability matrices maintained by KPMG global network Master pay elements Roles definition and security 17

18 Client Administration Client specific data and tax positions Global pay code mapping Local pay code mapping Flexible importer Payroll calendar and cut-offs Versatile implementation 18

19 Employee Employee demographics Social security status Worksheet and allowance data Total cost information 19

20 Payroll Payroll instructions Reconciliations Tax calculations Drilldown capabilities Snapshot of payroll progress 20

21 Dashboard User driven views Configurable widgets Process driven Quick access employee details Real-time updates 21

22 Demo

23 Example Case Assignment Initiation Form Joe Expat Paying Payroll Policy Home Home Terms (Tax Equalized) Term 1 January December 2017 Location Switzerland to United Kingdom Income Tax Reporting Income Tax Withholding Social Security Reporting/ Withholding 23

24 Thank you

25 2015 KPMG International Cooperative ("KPMG International"), a Swiss entity. Member firms of the KPMG network of any authority to obligate or bind KPMG International or any other member firm vis-à-vis third parties, nor does KPMG International The KPMG name, logo and cutting through complexity are registered trademarks or trademarks of KPMG International. The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavour to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation. 25