Are there gaps in your mobility compensation management?
Take this short quiz to find out if your compensation management practices are experiencing any gaps—and how those gaps might be impacting your mobility program.
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Who currently performs the bulk of your compensation tasks?
In-house team(s) (e.g. payroll, tax, HR)
Q:1
Relocation Management Company (RMC)
Tax provider
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What is most important when it comes to compensation management?
Q:2
Keeping program costs in check
Staying tax-compliant
Assignee satisfaction
(order from most important to least important)
When it comes to mobility compensation, how well do you communicate/collaborate with your in-house team(s)?
Q:3
Really well. We’re always in lockstep.
Fairly well. We try to keep open lines of communication.
Not well. It’s like we live on different planets.
When it comes to mobility compensation, how well do you communicate/collaborate with your tax provider?
When it comes to mobility compensation, how well do you communicate/collaborate with your RMC?
Q:4
Very responsive. They deliver exactly what’s needed, when it’s needed.
Fairly responsive. There’s some hounding, but that’s normal, right?
Not very responsive. Sometimes it’s like pulling teeth to get what I need.
How responsive is your in-house team/ tax provider/ RMC to your program needs and requests?
How responsive is your in-house team to your program needs and requests?
How responsive is your tax provider to your program needs and requests?
How responsive is your in-house RMC to your program needs and requests?
Q:5
Yes. They’re fully versed in compensation for global mobility.
To an extent. They do their best, but they’ve got a lot on the go.
Not really. There are some definite knowledge gaps.
Does your in-house team stay on top of regional nuances and regulatory changes that impact mobility?
Does your tax provider stay on top of regional nuances and regulatory changes that impact mobility?
Does your RMC stay on top of regional nuances and regulatory changes that impact mobility?
Q:6
Total visibility. They’re fully integrated with my mobility program.
Some visibility. Changes happen, but the mobility team has to flag them.
Limited visibility. My team must report all changes and follow up accordingly.
How much visibility does your in-house team have into changes that impact assignees?
How much visibility does your tax provider have into changes that impact assignees?
How much visibility does your RMC have into changes that impact assignees?
Q:7
Very little. We try to keep it simple with a single point of contact.
Some. But only when it’s critical (or there’s been a mistake).
Tons. Which can be confusing for my team and frustrating to my assignees.
How much direct contact does your in-house team have with your assignees?
How much direct contact does your tax provider have with your assignees?
How much direct contact does your RMC have with your assignees?
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Your mobility compensation management practices:
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Here’s what that means for:
Compliance
If teams aren’t hands-on with global mobility or don’t have clear lines of sight to changes that impact compensation, accuracy and timeliness can be compromised.
Experience
When assignees have multiple contacts, it reduces the visibility, consistency and control you have over your program—and affects the quality of their experience.
Costs
Keeping compensation in-house can actually add cost, especially if your tax provider has to take on more of the aggregation and reporting tasks.
Introducing Graebel Compensation Management Services
Graebel offers a full suite of compensation management services to expertly support your mobility program. With Graebel, you get the people, processes and technologies you need to keep assignees fairly and accurately compensated while continually meeting global compliance demands and creating exceptional experiences for everyone.
Connect with Graebel
Close the gaps in your Compensation Management program
Might be experiencing some gaps, and it could be impacting you.
Appear to be fairly integrated, but gaps could be emerging.
Appear to be tightly integrated, but there are trade-offs.
Learn more about how Graebel can fully support your mobility program’s compensation management practices and provide a tailored solution to existing program gaps.
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planning and execution solution that’s backed by real people who work directly with you to further develop these conversations and find a path forward that enables you to deliver your own comprehensive and people-centric mobility program.
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is an end-to-end planning and execution solution that’s backed by real people who work directly with you to further develop these conversations and find a path forward that enables you to deliver your own comprehensive and people-centric mobility program.
Dedicated tax firms often come with hefty price tags. Having the “big four” handle more tactical compensation tasks can add significant mobility program expenses.
When you hire a tax provider for compensation, you expect (and pay for)timely and continuous global compliance. But tax providers aren’t the only option.
Tax might be the tax providers’ world, but global mobility isn’t. Being a step removed means more back and forths, lost efficiency and less program visibility.
When you hire a tax provider for compensation, you expect (and pay for) timely and continuous global compliance. But tax providers aren’t the only option.
Want to know more?
If your RMC isn’t fully immersed in your program, it can decrease your productivity and increase program costs, especially if your tax provider has to take on more of the aggregation and reporting tasks.
If your RMC isn’t bringing a truly global perspective to compensation and delivering accurate, timely data, compliance and program consistency can be put at risk.
If your RMC isn’t active and agile with respect to changes that impact compensation, it increases program complexity and adds friction—both for the mobility team and the assignee.
Dedicated tax firms often come with hefty price tags. Having the “big guys” handle more tactical compensation tasks can add significant mobility program expenses.
