Human Capital Conference 2013

Breakout Sessions

  • Share

Topics of discussion in our breakout sessions covered:

  • A beginner’s guide to global mobility
    Are you just starting out in mobility? If so, you will want to attend this session. Tax, immigration, payroll, policy, benefits, program administration and processing — you name it, we will cover it. Our subject matter resources will discuss important things you need to know and will present an A-to-Z checklist on mobility management risk and the concerns and challenges companies face.
  • An inevitable challenge: global equity programs and global mobility
    Global equity programs are intrinsically challenging to manage, and global mobility adds extra layers of complexity involving regulations and compliance considerations in alternative jurisdictions. During this session, Ernst & Young and corporate presenters will share best practices in this area, focusing on tax, regulatory and payroll challenges, also discussing mobility policy considerations as they relate to trailing equity liabilities.
  • Best-in-class accruals management: planning for assignment costs related to stock awards
    Are your organization’s stock awards creating surprising assignment costs? As many organizations continue to focus on global payroll compliance related to their stock plans, mobility programs face the challenge of predicting the impact of trailing liabilities on mobile assignment costs. This session will focus on ways to better predict and manage assignment costs and will include a discussion on a best-in-class accruals process, creating a strategy to align key organizational stakeholders and identifying the potential policy, finance and business issues that your organization may have to tackle to better plan for assignment costs.
  • Changes and current developments in US immigration law
    Focus will be devoted to US immigration reform proposed and/or implemented by the White House and Congress for effect in 2013. The session will feature representatives who are directly involved in the crafting and proposed implementation of the changes in immigration law and procedure, which will directly impact all companies doing business in the United States and individuals seeking to enter and work in the country. This significant change in policy has been a matter of considerable debate and attention, and the objective of the session will be to provide all participants with the latest, most comprehensive outline of these changes, the possible impact of these amendments on your business and people, and a review (lead by our senior US immigration professionals) on possible approaches in addressing this new landscape.
  • Creating the most value from an international assignment
    This session will be a facilitated discussion related to the key elements and questions that need to be addressed in creating and delivering the most value from an international assignment. We will cover key topics such as:
    • How do you identify the specific jobs and/or roles that need international experiences?
    • How do you build international experiences in career and succession planning?
    • How do you select the right candidates for the right jobs in the right markets at the right time?
    • What are the key questions that need to be addressed before the assignment?
    • How do you measure the effectiveness of the assignment?

    So, come ready to participate in this lively discussion and hear some of the leading practices on this key business issue.
  • Cross border personal tax services for executives
    In a fast-moving global business environment where C-suite-level executives are busier than ever, many may neglect to dedicate the required degree of attention when it comes to their own individual tax matters. Given their high rank and substantial level of exposure to both internal and external stakeholders, C-suite executives should be fully compliant in their personal tax affairs so as not to expose themselves or their employers to unnecessary reputational risks.
    During this session, we will focus on tax issues that are of particular importance for companies to have in mind regarding their C-suite executives and ways to ensure proper compliance monitoring.
  • Culture as a competitive advantage — how Yum! culture successfully differentiated its employment proposition around the world under one single common framework
    Yum! Brands, Inc. (Yum!) is the world’s largest restaurant company in terms of system units, with more than 39,000 restaurants in more than 125 countries and territories and 1.4 million associates. Yum! has built a unique employment culture globally, one that’s filled with energy, opportunity, teamwork and fun, built around recognition for achievements. By believing in its people, trusting their positive intentions and encouraging ideas from everyone, Yum! positioned itself as a place where anyone can, and does, make a difference leveraging on a workforce that is diverse in both style and background. During this session, John Walker, Yum!’s Chief People Officer in Europe, will share Yum!’s journey of cultural transformation and the lessons learned along the way.
  • Driving profitable growth in China
    It is widely accepted that raising productivity will be critical if China is to keep growing and avoid the so called “middle income trap.” Government policy is already pushing companies to improve their productivity, and the pressure will only increase in the coming years.
    Leaders at all levels need to consider how their organizations can immediately start to build and implement the capabilities that will be essential to meet the challenges of China’s productivity imperative.
    This session will discuss:
    • Aligning the workforce planning with the company’s long-term business planning to ensure that the talent pipeline and portfolio will meet future business needs
    • Innovation in ways of retaining and/or developing existing talent
    • How investment in developing management talent is becoming a strategic imperative for profitable growth in China
  • Executive remuneration — meeting shareholder expectations and compliance regulations globally
    Today, companies are receiving mixed messages. The expectations of executives, shareholders and proxy advisors are not easy to align. This session develops a consistent approach in solving this dilemma. Learn more about current regulatory developments and trends in executive remuneration on a global scale.
  • Financial services
    One of the best reasons to attend any conference is the opportunity to connect with industry peers and understand their current key organizational challenges while sharing experiences on the best ways to address them. This session will be a facilitated discussion, including some valuable polling information.
  • Future of mobility: social media trends
    How will the workers' of the future communicate, share and collaborate? The workplace of the future will cross borders and people who work for you will need tools and a culture to make this work. We discuss key trends in employee engagement and find out why the future is social.
  • GEOs: do you have a business case?
    The interest in global employment organizations (GEOs) has reached a record high ... but is it really right for your organization? Before embarking on setting up a GEO, it is critical to complete a comprehensive evaluation of the business case, factoring in input from all impacted stakeholders. If this process is thoughtful and holistic, it will provide you with a picture of the design of your future GEO if the business case pans out. This session will provide the tools necessary to conduct this analysis internally from within your organization, including the meeting materials for each of your stakeholder groups. A detailed case study will also be examined so participants can understand how one company completed this analysis internally.
  • Global immigration developments: future trends and influencers
    The session will focus on the factors shaping immigration policy and operations in key locations throughout the world. The growing impact of demographic issues driving mobility policies will be explored, as will the growing importance and impact of new and proposed regional trade agreements to facilitate the movement of professionals. Specific examples and insights will seek to enlighten the latest "blue card" policies in the EU, the increasingly restrictive mobility policies in regions as diverse as Saudi Arabia/the Middle East and Australia, and current challenges in Brazil and throughout Latin America.
  • Global mobility policy trends
    This session will explore the current trends in mobility policy design that we see in the market, associated challenges and how to overcome them. Some of the key trends will be underpinned by case studies from multinational organizations. In addition, this session will enable you to identify if any of the latest trends pose a call for action for your international assignment program in order to be aligned with market practice.
  • Global mobility — transformation of a function to support business strategies and growth
    The fast pace of globalization and pressure to expand business opportunities in new markets increases competition to attract and retain key talent considered critical to leverage business growth for many companies. How does this impact the requirements for mobility against the background of increasing cost consciousness within organizations? In this session you will hear from major global organizations who responded to this challenge: what are the pitfalls and what are the criteria for success on the journey to transform the mobility function to create the right balance between an efficient service delivery model and consultancy approach.
  • Global payroll — aligning internal needs for greater efficiency and cost reduction with external regulatory pressures on the tax-compliance front
    Organizations yearn for consolidation and automation of their payroll operations to further reduce costs and increase efficiency. Where should ownership for compensation accumulation sit within your organization? What are the main drivers impacting it? Parallel to internal pressures for cost reductions and higher levels of efficiency within the payroll area, companies are also compelled to further step up their payroll-tax-compliance efforts as governments around the world heighten regulatory emphasis on payroll withholding, personal tax and social security as sources of additional revenues.
    How does internal and external tax expertise best integrate into your global mobility function and its payroll-related processes to ensure both tax compliance and tax-cost minimization objectives are met? How do your internal policies align to match your needs to successfully implement the changes needed within your payroll area? American Express, Daimler AG and Ernst & Young's global mobility team will share insights as to how to align these two competing priorities from an operational viewpoint, establishing the optimal balance between ownership, accountability and levels of outsourcing.
  • HR people are from Mars and procurement people are from Venus
    Bridging the gap between human resource (HR) people and procurement — how do I work more effectively with my procurement people to achieve my goals and objectives?
    This workshop will offer practical advice on how to conduct a vendor selection process when procurement is involved.
  • Human capital and mergers and acquisitions: how to integrate the global mobility and talent management function of differing cultures
    Multinational corporations are still growing and the complexity of global mobility processes is increasing. In this session you will hear about the challenges that arise when integrating mobility policies, processes and talent management after reorganization/acquisition to have employees from different organizational cultures on a joint platform within the global working space.
  • International social security: the essential guide
    If your mobility program involves countries with a social security regime, you will already be aware that there are significant costs involved and increasing associated legal risks for employers. This session will focus on recent legislative changes in various locations, including the EU, India and South America. This session will also consider how to manage social security costs in a way that could yield significant benefits to your organization, including the best strategies to use, the market trends, and the dos and don'ts of practical implementation.
  • Labor and employment law legislation: boon or bane for managing international transfers?
    This session will provide an insight into the labor and employment law legislation, as well as major differences between the continents. Hear from a panel of corporations and from Ernst & Young’s experienced professionals on key issues to keep on the radar, pitfalls to avoid when sending employees abroad and best practices to manage these challenges.
  • Latin American hot topics
    Tapping into the many economic opportunities in this fast-growing region requires global mobility professionals to carefully plan assignments to mitigate legal, immigration, labor, social security and tax exposures. Evolving legislation and criteria from local authorities pose additional challenges to operating in the region. This session should not be missed by those who would like to shorten their learning curve when it comes to managing assignees in Latin America and hearing practical advice on how to tackle day-to-day challenges commonly observed in the region.
  • Leveraging assignee’s data to enhance your global mobility policies/function
    Collecting data is just the start. During this session, participants will study the journey, from collecting and managing Human Resources (HR) data globally to workforce analytics. Collecting and analyzing assignee data can help executives manage a global workforce, including realizing business insights that connect HR data with other business data (especially financial results) and external intelligence. Participants will come away from the session with an understanding of how global mobility data can create insights that help leadership make informed decisions.
  • Managing vendors — crafting the optimal partnership
    The success of vendor partnerships depends on several variables, including (i) performance-assessment procedures, (ii) quality of the organization’s interface with vendors, (iii) mutual accountability and (iv) proper cost-benefit analysis.
    Ernst & Young's global mobility team presents survey results from actual client experiences, sharing their successes and failures dealing with outside vendors. This session weaves together the lessons learned by organizations, helping you avoid potential pitfalls when managing your vendor relationships.
  • Maximizing global mobility and talent
    Due to the globalization of the economy, companies must be nimble in managing talent and having the right people in the right place at the right time. As the demand shifts between markets, companies must shift talent in anticipation of market movements. These demands are met both through local talent development and mobility programs.
    This session will focus on how companies meet the shifting demands for talent. The first step in addressing the demands is determining the current state of the talent programs, identifying strategic growth areas and future business needs. Focusing on future needs, the session will address how to move from the current state to future state, including local versus mobile employee diversification planning, development of programs for attracting talent and cross pollination between mobility programs and local talent. The session will then address how to measure the health of your talent strategy and revaluate programs and policies to meet the changing business needs. This includes ROI analysis, integration of staffing and mobility and finally how technology can be used to enable your talent strategy.
    Recent demands for talent have accelerated in developing markets around the world. This session will also include case studies from two key markets and how companies planned, reacted to and prepared for entry or growth in these markets.
  • Performance-based remuneration: global trends
    Hear from our presenters as they reflect on some of the key global trends in the area of performance-based pay, both short-term and long-term, and also consider links to the broader talent agenda.
  • Policy benchmarking: a new approach to measuring your policies’ competitiveness
    In this session, EY will unveil its new proprietary approach to policy reviews and benchmarking. The Global EY Policy Advisory team has developed a more detailed, more sophisticated and holistic method of looking at policy benefits to avoid assignee policy ”cherry picking” and ever-escalating costs associated with comparing policies, benefit by benefit. The initial results from Phase One of this study will be revealed and the methodology shared with the participants.
  • Positioning human resources as a strategic business partner within your organization
    In many organizations, the human resources (HR) function is still perceived as an administrative, transactional function that operates in a silo without proper connectivity to other key areas within the organization. In this session we will explore ways to break that barrier and discuss viable alternatives to align your HR function as a key strategic business partner within your company.
  • Remuneration as a lever for cultural change
    Remuneration is one of the key variables that can be used to shape a company’s culture. It can be tailored as a motivational tool, helping drive changes in employee behavior that are aligned with a company’s strategic goals. This session will explore the role of total rewards within the overall management of human resources and how the development of effective compensation and benefits strategies can help mold a company’s business culture to support its strategic business objectives.
  • Resourcing global mobility
    Compliance risks, coupled with remuneration, tax and vendor-related expenditures of a global mobility program, pose a continuous struggle to most organizations when it comes to resourcing the function optimally.
    Ernst & Young's global mobility team surveyed clients for best practices and key metrics for promoting an organization's global mobility function. Two clients will join the discussion to share their actual success stories.
  • Short-term business traveler — where should your organization be focusing?
    Companies have been regularly doing business across borders for years. However, today there is a heightened review of all business travelers and operations, as governments look to increase tax revenue and ensure businesses are complying with a vastly more complicated regulatory environment. Enabled by technology and fueled by the ever-changing global economics, the risks for non-compliance at all levels are greater than in the past.
    Identifying noncompliance and enabling corrective actions pose major challenges for companies and governments alike. This session provides a snapshot of what organizations have been able to achieve in this area to address these issues.
    Presenters will share their insights and experiences in implementing policies and procedures aimed at managing risk and in dealing with government audits on tax, immigration and other challenges for contemporary business travelers.
  • Strategy, governance and flexibility ... without noise?
    Few companies find that their mobility program addresses all of their business’s needs, while allowing the program leaders to operate in a strategic fashion and minimizing stakeholder noise. To address these issues, the best in class approach is to evaluate the program’s strategy, structure, policy and process, in conjunction with unearthing root case issues and developing a future state mobility function that aligns to the business for both today and tomorrow.
  • The journey to cultural competency: managing beyond headquarters
    Does your Human Resources organization struggle when working across borders? Do you need to think beyond headquarters? During this session, Martin Sheppey from BlackRock and Diane McGreal from Berlitz will discuss the importance of building a global mindset for yourself and your organization. They will provide action steps and real-life examples of the journey to cultural competence resulting in more effective communication and cooperation across borders.
  • The impact of ever-tighter data privacy regulations on HR and global mobility
    The upcoming new European privacy regulation and the increasing use of cross-border data processing, such as cloud computing, enlarge the duties of international HR departments around the world. This presentation explains challenges when exchanging data both in-house and external with your vendors globally. It will show solutions and real life examples on how to deal within the legal landscape.