Gestwicki - Going Global with HR Payroll

HR Florida 2010 Conference & Expo 30 August 2010
August 30 - September 1, 2010

Going Global with HR and Payroll
HR and Payroll Challenges to Overcome
When Managing Global Expansion

Fonda Gestwicki
Global Sales Director
Patersons Global HR & Payroll Solutions
fonda.gestwicki@us.patersons.net

Agenda
Global Expansion
Executive Motivation for Global Projects
Challenges
Options
Project Considerations

30 August 2010 fonda.gestwicki@us.patersons.net 2

fonda.gestwicki@us.patersons.net 1


Global Expansion
Global Footprint, Geography

Global Visibility

Acquisitions & Divestitures

30 August 2010 Fonda.gestwicki@us.patersons.net 3

Global Expansion: Geography
• Change in Global Footprint
• Expansion of current systems and
operations
• New Facilities, New Entities
• Common Practices, Ported Management
• Common, Known Expectations &
Measures



Global Expansion: Visibility
• “Global Reconnaissance”: think military,
CONTROL -- strategic attention to existing
operations
• Recovering existing operations, currently with
local general management
• Limited or NO visibility to existing employee
expense, liabilities or risk
• Subject Matter Expertise is unknown or not
identified

Global Expansion: Acquisition &
Divestitures
• New Markets

• New Geography

• Market Consolidation

• Corporate Re-Focus & Clarification




Executive Motivation

Financial Motivation

Compliance Needs

Process Improvement

Next Step: System Evolution


Executive Motivation: Financial
• Cost Containment or Savings
• Consolidation of Payroll Operations
• Expense and Liability
• Movable business operations –
movin’ and shakin’ globally




Executive Motivation: Compliance
• HR & Tax Filing compliance
• New Horizons For Growth
• Accuracy of Payroll as Related Financials
• Control of data: Compliance, Access and
Visibility


Executive Motivation: Process
Improvement
• Single Solution Provider
• Standardization of Processes
• Extension of Domestic Efforts
• Often another term for better control




Executive Motivation: System
Evolution
• Early Adopters
• Looking for Innovation
• Often a “Next Step” Process
• Part of Greater Global Vision
• Extension of Domestic ERP vision


Challenges
HR or Payroll? Compromise or
Complement?

Country Level Data and Regulations

Local Customs and Practices – importance
of culture




Challenge: HR or Payroll
HR is future-state, policy and perspectives
Payroll is actual, practice and data filters
• Payroll as a part of Finance or HR?
• Real-time Data
• HR: point in time on any given day,
proposed, forecasted and defined
• Payroll: point in time by pay calendar or
accounting cycle, pro-rated, factual

Challenge: Country Level Data &
Regulations
• Localized Data:
• Data specific to in-country compliance
• Information outside of HR need

• Non-convertible Currency
• Local Filings and Timings
• Leavers: pensions, severance, liabilities



Challenge: Local Customs &
Practices
• Understanding of Regulations and
Practices

• Cultural and Operational Fluency

• Confidence in Project

• Acceptance of Change


Options
In-house

Out-sourced with local providers

Aggregators

Hybrids and Software-as-a-Service




Project Planning and Considerations
• “Almost everyone’s a first time buyer”
• Executive Sponsorship, Global
Ownership
• Project Duration and Expense
Forecasting
• RFI vs. RFP
• Building a Business Case

Business Case: ask yourself . . .
• Once the system is live and smooth, what
can I do now?
• Who benefits from this system?
• Are there downstream benefactors?
• What strategic activities are impacted by
employee demographics or expenses?




Your thoughts? Questions?

Fonda Gestwicki
Global Sales Director
Patersons Global HR & Payroll Solutions
fonda.gestwicki@us.patersons.net



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