Employment within an organisation knows many stakeholders and can reflect many legal implications. The design of employment agreements for example, can have major legal consequences for your organisation. Challenges become even more complicated in case of reorganisations or international employees. You need an advisor who can support you in all areas covered by employment law.
Transforming companies and organizations are responding to a changing future. They will work more agile, digitalize services, enter other markets and regions or grow via a merger or acquisition. In order for these changes to succeed, the HR function changes along. HR managers want to optimise the costs of their department, increase productivity and manage risks related to fraud, reputation and compliance. How do you ensure that your HR function is ready for the future of your business?
People and their skills are fundamental to any organisation. The HR department should play a more strategic role using for example staff data. Yet the use of digital HR data is mostly limited to standard, recurring reports. Also with respect to specific personnel issues, such as high levels of absenteeism owing to sickness or staff turnover rates, the use of data insights opportunities are not yet used to the full extend. How can your HR department apply the power of people analytics to resolve specific issues, generate new insights and make a strategic contribution?
Organising and administering pensions
The Dutch pension system is changing. Increased life expectancy, the changing labour market and enduring low interest rates are putting pressure on our robust pension provision. Changes in the pension system directly affect pension funds, implementing organisations and asset managers. How do you ensure your organisation can function optimally in a changing pension sector?
People Related Tax
Due to the ongoing internationalisation of the economy, cross-border work is increasing. This can be long-term deployments, for example as part of talent management, more short-term deployments for projects abroad or normal "business trips". The employee can continue to live in the home country ("commuters") or move to the other country. The authorities of the different countries have an increasing focus on this type of workers and are helped by the linking of various data sources (immigration, posted workers reports, social security, taxes, etc.). In short, international work is becoming more complex rather than simpler as a result of these developments. How does your organisation - and your employees - deal with this increasing complexity and stricter regulations?
Remuneration policy leads to all kinds of HR issues, but also with regard to finance and taxation, performance and compliance. Reward policy should be in line with your strategy, support your culture and be acceptable to the stakeholders involved. Not an easy task.