In the current global business landscape, it has become increasingly common for companies to offer long-term incentives to their employees as a means of attracting, retaining, and rewarding them. However, while such incentives, including equity income, can be highly effective, they also come with inherent risks that require careful management and oversight.
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Author Tara Hagen
Tara has been with GTN since 2019 and is a Director and GTN’s West Coast equity services leader. She has over 20 years of experience in providing global mobility tax compliance and consulting services, as well as equity compliance and consulting. The range of services Tara provides to her clients includes both domestic and international payroll, equity compensation, and global and domestic mobility policies. Having lived and worked abroad, Tara has a global mindset and is a true partner for her clients and mentor among colleagues. Tara is known for seeing mobility tax matters from various angles, including from the client, mobile employee, and the tax authorities. thagen@gtn.com | +1.650.331.1140
Tips for Aligning Equity, HR, and Payroll Teams to Manage Your Equity Compensation Program
on October 1, 2021
| By Tara Hagen
|
Mobile Workforce,
Global Payroll,
Mobility Program,
Mobile Equity,
Equity Compensation Program
Managing a mobile workforce, especially at a time when many employees are remote, can be complicated. Throw in a number of those employees receiving equity or other long-term incentive compensation and the reporting and withholding challenges likely rise to the top of your “pressing issues” list. Making sure all departments align and collaborate is essential in your efforts to manage a successful equity compensation program.
