Workforce

You are involved in tax planning, compliance and risk management in the field of employee benefits and compensation and employer positions regarding payroll taxes and social security contributions. Your responsibilities include providing insight into tax risks for organizations and advising on tax control frameworks and topics such as executive compensation, fringe benefits and expense claims.

You help organizations realize an effective HR function, which ensures good people, clear processes and performance management, applied technology and insightful data analysis. Among other things, you will advise on transformations from HR service organization to People-services organization, outsourcing of HR processes, cost savings effectiveness increases of HR organizations.

You advise on various HR technologies that are driving the transformation of organizations. You ensure that employees embrace (new) systems such as Workday, Oracle HCM and SAP SuccessFactors. You help companies to simplify their decentralized HR systems and applications in the cloud and integrate their HR technology with internal and external systems, such as payroll or LinkedIn.

You advise organizations that are on the eve of a merger, acquisition, demerger, integration, sale or IPO. You help them close the transaction, (strategic) business transformation or reorganization. You ensure that organizations in times of change and in a deadline-driven process successfully and timely achieve the set objectives.

At Risk Modelling Services & Pensions (RMS & Pensions), you will be involved in important issues related to pensions, insurance, and/or employment conditions. By using actuarial and financial (risk) models and data analytics, you assist both national and international companies. You advise companies on the financial impact and risks resulting from market developments, as well as the consequences for their employees and customers.

You advise organizations on their pension plan(s) and discuss, among other things, costs, obligations, HR aspects, relationship with other employment conditions and risks of the plan. This can be done both in stable situations and in the event of changes in the organization.

Your responsibilities include executive compensation and examining retention plans, and you know all too well how to keep executives loyal to your organization, including internationally. Your responsibilities include developing compensation strategies that support organizational objectives, drive performance and create shareholder value.