Michelle Curran

    mcurran@air-inc.com
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    President & CEO Steve Brink: Only Change Is Consistent - Navigating Remote Work for Compensation Professionals

    Mar 02, 2021 @ 05:00 AM / by Michelle Curran

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    WorldatWorld published a recent article written by AIRINC's President and CEO, Steve Brink. In this article, Brink discusses how new remote work scenarios have added complexity from a compliance and a competitive pay perspective.

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    Global Mobility Top 100 Service Providers - Open for Nominations!

    Mar 01, 2021 @ 02:47 PM / by Michelle Curran

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    Top 100 global mobility service providers list - now open for nominations!

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    Pulse Survey: How will Geographic Differentials impact compensation in Australia and New Zealand?

    Feb 24, 2021 @ 02:14 PM / by Michelle Curran

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    Are you thinking about the future of compensation in Australia and New Zealand? Take our short pulse survey to understand how companies are currently structuring compensation in these countries., and how they’re planning to address the rise of remote work and the proliferation of work locations.

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    Webinar: New Perspectives on Geographic Differentials in the U.S.

    Feb 09, 2021 @ 04:27 PM / by Michelle Curran

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    New perspectives on geographic differentials in the U.S. given the proliferation of remote work policies. The impact of remote work / work from anywhere on salary structures Salary adjustment based on location The future of differentiating salaries by geography

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    The results are in! Pulse Survey on Geographic Differentials in the U.S.

    Feb 04, 2021 @ 01:05 PM / by Michelle Curran

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    There’s long been two primary compensation approaches for geographically disbursed work locations in the U.S. One, a national salary structure, in which pay is treated the same with no relation to location, or two, the application of a method to differentiate pay across locations by cost of labor or cost of living differences. With the recent proliferation of work from anywhere schemes causing a more distributed workforce than ever before, the debate over which approach to use has intensified and grown into a larger discussion about pay philosophy in the U.S. Should companies pay employees based on location, rather than focus on the job role without consideration for location? If an employee moves to a lower cost location should the pay be decreased? AIRINC’s recent survey explores how companies are grappling with this issue and what the future of compensation might look like in the U.S.

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    PMI's Global Mobility Journey [Webinar]

    Jan 25, 2021 @ 12:44 PM / by Michelle Curran

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    Philip Morris International is undergoing a radical transformation. Global Mobility is no exception. It is responding to changing business needs with a root and branch overhaul of the mobility program.

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    Tax Considerations for Remote Work and Virtual Assignments [Webinar]

    Jan 13, 2021 @ 07:56 AM / by Michelle Curran

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    While the trend on work from home flexibility has increased over recent years, we see an expanded work from anywhere (WFA) as a growing option as a result of COVID-19. Work location has always been a key element of the compensation pillar.

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    Do you use home price values to calculate domestic relocation benefits?

    Dec 30, 2020 @ 10:45 AM / by Michelle Curran

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    AIRINC's Domestic Transfer Reports now include home values. These values can be used to calculate:

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    Pulse Survey: How will Geographic Differentials impact compensation in the U.S.?

    Dec 14, 2020 @ 12:35 PM / by Michelle Curran

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    Are you thinking about the future of compensation in the United States? Take our short pulse survey to understand how companies are currently structuring compensation in the U.S., and how they’re planning to address the rise of remote work and the proliferation of work locations.

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    Remote Work Playbook: Practical Approaches for the Business [Webinar]

    Dec 02, 2020 @ 06:45 AM / by Michelle Curran

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    Remote working has been a constant theme at the forefront of global mobility discussions since the start of the Pandemic. There is a lot of talk, but what are companies doing at a practical level?

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