- Perform workforce due diligence to capture people costs, prepare for successful integration, and support a successful deal.
- Align executive incentives and compensation programs for post-deal success.
- Develop talent retention strategies and go-forward incentive programs.
- Harmonize total rewards, HR technology, and processes/policies.
- Identify opportunities for payroll/employment tax savings and refunds.
- Improve tax efficiency related to executive compensation by mitigating the impact of golden parachute rules under IRC Section 280G and the impact of tax deduction limits under IRC Section 162(m).
- Prepare for a spinoff or inbound entry into U.S., including compensation plans, equity incentives, retirement plans, employment tax registration, and payroll processes.
- Prepare for IPO, including public company compensation program design and governance process, compliance, risk management, and tax accounting for equity programs.
- Effectively manage expatriate tax compliance to support seamless global and domestic employee transitions while implementing best practices in assignment policy design.
- Improve efficiency and satisfy multi-jurisdictional payroll and equity incentive compliance and reporting requirements with the support of tools like the BDO Global Equity Mobility Solution and Global Equity Rewards Matrix.
- Prepare employment tax returns and information reporting while helping to optimize employment tax processes and operations.
- Perform annual compliance requirements and risk management for qualified retirement plans.
- Account for deferred taxes related to equity and other compensation items and adhere to compliance under IRC Section 409A to avoid deferred compensation penalties.
- Comply with tax rules and reporting requirements related to various employee benefits.
- Review and support global compliance and potential deductibility for stock-based compensation issued to employees and other service providers (e.g., directors) in all jurisdictions.
- Design global mobility programs that create value and meet business objectives through enhanced assignee selection criteria, policy design, repatriation strategies, cost analysis, market analysis, and effective communication.
- Manage complexities of remote and hybrid work arrangement, including compensation design, employment tax compliance, tracking of business travelers, and reporting obligations.
- Develop strategies around people expansion into new locations.
- Review and identify opportunities to redesign the human resources function to improve efficiency and help optimize workforce-related costs.
- Assist with optimizing talent management strategies for private equity funds and their portfolio companies through employee preference analytics and talent operating partner support.
- Design executive equity and incentive compensation strategies to meet business goals while providing tax efficiencies.
- Design broad-based compensation programs for efficiency and alignment with business objectives.
- Develop and implement health, welfare, and retirement plans to meet business goals while providing for tax efficiencies.
- Transition to a shared ownership structure with employees through an employee stock ownership plan (ESOP).
- Plan for succession of senior leaders/owners to support successful transition of business leadership.
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