Payroll

We will explore the challenges of multi-country payroll, from tackling cultural issues to handling smaller country populations, including:

– Payroll Data
– Assessing Strategic Options
– Planning for Transformational Change- Payroll Strategy,
  Business Planning & Vendor Selection

Ensuring Equity

Reducing the gender pay gap remains an important business consideration, but organizations should watch out for red flags and red herrings when conducting their analyses.

By Allison Hoeinghaus

Recent headlines have been filled with issues related to pay equity, both in the U.S. and abroad. Many companies pay their employees without regard to gender, but issues at a small number of high-profile companies have cast scrutiny on this matter. Companies have begun to realize the steep yet oftentimes hidden costs of unequal pay.

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Perfect Together

Integrating global payroll and HR systems can lead to greater accuracy, better security, and lower costs.

By Judith Lamb

Ask the world’s leading global companies about their greatest asset, and most will respond with “our people.” At the same time, attracting and retaining top talent remains a top concern among executives, according to The Conference Board’s C-Suite Challenge 2019 research. That is why HR departments across the world are trying to enhance the employee experience at every turn. But in doing so, these teams are so focused on serving the day-to-day needs of the workforce that they occasionally overlook otherwise obvious opportunities to improve the function overall. Case in point: payroll.

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CEO’s Letter: We Should Be Better (If CEOs Would Only Join Us)

HRO Today

New HRO Today research reveals interesting findings on the gender pay gap for CHROs.

By Elliot H. Clark

I hate to have to write this column. It is a confirmation that we at HRO Today can be very smart and very dumb—or perhaps just naïve. But, in either case, this is not a pleasant story to tell. A few months ago, we undertook a comprehensive report on CHRO compensation. We have written about it before. The initial premise of the study was to see if there was a correlation between CHRO compensation and a variety of business metrics. We examined the publicly available data on 88 of the Fortune 500 chief HR officers (18 percent of the sample group that meets the criteria for predictive statistical significance). We also interviewed 60 CHROs for the report. We segmented the data using the same methodology as the Fortune 50, Fortune 100, Fortune 200, and the full Fortune 500.

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Future-Proof Payroll

Global Payroll

New research finds organizations are moving to cloud-based platforms for global and compliance capabilities.

By Pete Tiliakos

Payroll transformation has become a priority for many organizations, finds NelsonHall’s annual Next Generation Payroll Services study. Historically, payroll has long been treated as a simple cost center, and frankly, many payroll departments have gotten by with disparate and outdated—albeit reliable—platforms that lack global reporting capabilities and require burdensome manual processes. And in some cases, payroll has been overlooked when it comes to allocating funding to improve the operating model.

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CEO’s Letter: CHRO Compensation – What Drives the Market for HR Talent

HRO Today

By Elliot H. Clark

I live in Philadelphia and I remember the media hullabaloo about the compensation paid to the baseball star Bryce Harper to join the local team. As one grave-faced sportscaster put it, “Well, there is a market value to talent—this franchise just got the bill.” I decided two things right at that moment: First was to never take market economics lessons from a guy who reads game scores for a living, and second was to see if the research team at HRO Today could figure out what drives the salaries for top executives in human resources. You will find the summary report in our upcoming second annual CHRO Today special edition (published with October), but I thought I would give you a few highlights.

We pulled the publicly available data on the Fortune 500 and found the CHRO compensation data on 88 senior-level HR executives from those companies. With a sample size of nearly 18 percent, we felt we had enough data to do a very valid market analysis. We split the market into the Fortune 50, the Fortune 100, Fortune 200, and Fortune 500 bands. We also looked at correlations to salary, total cash compensation, and total non-cash compensation (stock options and grants).

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On Time, On Budget

Payroll

Implement these seven best practices to improve the quality and accuracy of the payroll process.

By Imran Sajid

It has always been important to pay employees in a timely and accurate manner. Being one day late or 99 percent accurate isn’t good enough. With the world more connected and impatient than ever before, it is critical for successful organizations to pay people accurately and on time. In the digital age, issues that previously stayed behind closed doors are visible for the entire world to read about, which can result in serious ramifications. The last thing HR professionals want is employees and former employees submitting Glassdoor reviews about how their organization consistently made mistakes on payday. The value of a brand is very significant and any loss of business reputation can be costly.

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HRO Today 2019 Resource Guide

Resource Guide

A roundup of the top providers and product vendors across 19 sectors of HR services.

By The Editors

The HR industry is experiencing a transformation. Faced with new technologies and shifting employee expectations, organizations are looking beyond the functional role of HR and developing strategies to increase its impact on business performance and growth.

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Achieving Payroll Globalisation

Global Payroll

Payroll complexity remains a major challenge for multinational companies expanding into new international markets.

By Marta Chmielowicz

Payroll today is about much more than just paying employees. It is about ensuring that their personal data remains secure whilst navigating ever-shifting legislation and privacy regulations, unstandardised solutions, changes in workforce structures, and rapidly advancing technologies. And when international operations are added into the mix, the complexity of payroll can seem even more overwhelming. In fact, according to NGA Human Resources’ 2017 Global Payroll Complexity Index, the only constant in global payroll is constant change.

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Achieving Payroll Globalization

Payroll

Payroll complexity remains a major challenge for multinational companies expanding into new international markets.

By Marta Chmielowicz

Payroll today is about much more than just paying employees. It is about ensuring that their personal data remains secure while navigating ever-shifting legislation and privacy regulations, unstandardized solutions, changes in workforce structures, and rapidly advancing technologies. And when international operations are added into the mix, the complexity of payroll can seem even more overwhelming. In fact, according to NGA Human Resources’ 2017 Global Payroll Complexity Index, the only constant in global payroll is constant change.

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On a Roll

Payroll Delivery

Recent research shows the payroll market continues to grow, driven by technology and global reach.

By Gary Bragar

NelsonHall’s most recent Payroll Market Analysis shows the global payroll services market is estimated at $18.1 billon with a 4.1 percent annual growth rate. The multi-country payroll market is growing at nearly two times the rate of the overall market, representing nearly 17 percent of total standalone payroll service revenues.

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