GPA: How do you recommend companies set their priorities when they have a global employment presence? Tracee Bowles: I’m for compliance first. Global payroll leaders must understand the tax and reporting requirements of the certain areas, they have to ensure proper benefits and labor law compliance. They have to establish legal employment status which comes with its own sticky wicket of requirements that not every leadership team is willing to sign off on, depending on the size of the population that is going to be supported there. Secondly, I would say risk assessment. You want to evaluate permanent establishment risks, data privacy and security requirements, currency, and economic stability. If you’re letting people work from anywhere, whether it’s as a digital nomad or you’re going to actually allow them to relocate, those are areas of concern.
functionality of AI to really elevate how they engage with the factors of being employed? It’s huge when you look at employee experience. Anomaly detection, real- time compliance, fraud detection, predictive analytics, there’s just so much that AI will be able to do for us in a relatively short period. But AI isn’t the only thing out there.
them understand the complexities of payroll and how it impacts them. Many people in payroll can’t successfully have those conversations simply because they lack the broader viewpoint that’s needed to bring it all together for the employee. Right? So, how can we properly tap into the
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ISSUE 13 GLOBAL PAYROLL MAGAZINE
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