AIRINC Global Tax Director Pat Jurgens joined Benivo’s 'The View from the Top' hosted by Brian Friedman, providing an update on the proposed U.S. tax increases, accompanied by immigration expert Julia Onslow-Cole.
Many companies are enhancing their Diversity, Equity, and Inclusion (DE&I) initiatives. Global mobility professionals are being asked to adapt their programs to support and promote a diverse workforce. 80% of companies tell us they are modifying their mobility programs to achieve this. Join our upcoming webinar to learn about the changes that companies are making to their Mobility programs to encourage DE&I, and more
Jeff Hawk, AIRINC’s Vice President Americas, recently wrote about compensation challenges “How Does Your Job Offer Stack Up?”. My colleagues Adam Silver and Michael Joyce followed up with posts on how to attract talent if affinity between two locations is low.
Domestic relocation practice is often complex given the wide range of employees and diverse locations. As a result, many of our clients find themselves evaluating extensive questions to define their domestic program and benefits
My colleague, Mike Wincott, recently outlined his predictions for remobilization. Mike believes remote work will continue growing even after business travel and relocations pick up. Globally, business travel is still a fraction of what it was due to ongoing lockdowns and restrictions across many regions.
In a follow-up to Jeff Hawk's "How Does Your Job Offer Stack Up?" post, Adam Silver looked at the challenges of "Attracting Talent" to a city that may be a difficult sell to employees. Then, in "Understanding the level of affinity between two locations can determine the success of a move," Michael Joyce examined the obstacles and options companies have when transferring an employee to a higher tax location. In this post I will look at the other side of the coin, attracting talent to a location with lower income tax.
“HPE and AIRINC clearly demonstrated examples of innovative solutions that impact talent strategy and employee experience underpinned by the use of technology…achieving long-term business impacts.”
Have your assignees ever asked, “The price of gas went up 20%, so why hasn’t my cost-of-living allowance (COLA) increased to match?” .
In a recent series of posts Jeff Hawk discussed compensation challenges of sourcing talent, affinity, and purchasing power in "How Does Your Job Offer Stack Up?" Adam Silver followed with a post where he discussed “Attracting Talent,” which focused on one of the challenges that companies face within the U.S.—attracting talent to what are often perceived as “dying” cities. Now, Michael Joyce delves deeper into affinity and the potential impact when it doesn’t exist between a home and host location
One of the challenges that companies face within the U.S. has been attracting talent to what are often perceived as “dying” cities, especially in the Rust Belt. Many people have a perception of these cities that may no longer match the reality on the ground and this can present a challenge for recruiting.