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The interest of the Comp and Ben function for international mobility, expatriation or impatriation.

By 1 April 2020 April 15th, 2020 No Comments

Within a company, the manager Compensation Benefits (Comp and Ben)or responsible for remuneration and benefits in French, is in charge of the development of the wage policy in the broadest sense. While this function is more common across the Atlantic, it is becoming increasingly necessary in France, particularly in the management of international mobility, which remains a real challenge for companies.

Comp and Ben manager: a complex and plural function.

The Comp and Ben function requires having more than one string to its bow. Both a manager of human resources and finance, in the company, the compensation and benefits manager also plays an advisory role by working jointly with CFOs, general managers, sales managers. as well as with human resources managers.

The many tasks that the manager has to do compensation Benefits.

Overall, the objective of comp and Ben manager is to establish the company’s remuneration policy. He is responsible for implementing a performance policy and is responsible for the management of compensation packages. This includes many aspects: it determines the fixed salaries of employees, manages the clauses of bonuses and benefits related to pension and retirement, all according to the position and profile of each employee. In order to determine the fairest and most consistent remuneration possible, it also takes into account the expectations of each employee according to the possibilities that the company allows. It also determines in-kind benefits such as telephone, computer, service vehicles, housing assistance, ticket reimbursement, etc.

The Comp and Ben function, an asset for the company.

The role of the Comp and Ben manager is not limited to that. It also has the function of carrying out audits and benchmarking the wage policies practiced by competing companies in order to offer remuneration and benefits in line with those of the market, thus maintaining the attractiveness of the company in the eyes of employees. Thanks to the work of the Comp and Ben manager, employees receive a salary in line with their performance and requests, thus maintaining their involvement and motivation and therefore the performance of the company. In addition, his role as both human resources advisor and figure specialist is a significant asset for international mobilityissues. Often associated, even assimilated, with the head of international mobility, he is also in charge of issues related to the remuneration of employees on short-term assignments, seconded employees or on long-term missions, expatriates or expatriates. The management of housing available to expatriates in a group is often laborious and rarely centralized. Extendeez┬« is an international mobility management software, dedicated to the management of expatriates’ or long-term staff. It allows information to be centralized, management simplified and the safety of these employees.

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Detached, expatriate and expatriate collaborators: the challenge of comp and Ben managers.

The evolution of policies to develop the performance of companies, leads employees to become more and more mobile. More and more French people are moving abroad, especially for professional reasons. For companies, these individual employees require a different understanding and management. Mobile employees are private employees and each case must be investigated.

To offer attractive prospects to mobile employees.

In many companies, the two professions, Comp and Ben manager and head of international mobility, are brought together as the issues related to mobile workers are numerous and complex. Once again, the role of the Compensation Benefits manager is multidimensional. It must satisfy both seconded or expatriate employees, make them want to leave by offering attractive prospects, but also make the company financially attractive to welcome new talent.

Its objective is to implement a strategy that encourages mobility by offering attractive compensation packages taking into account all the factors that can motivate or hinder employees from going abroad. These many criteria include: the choice of destination country and the cost of living on the spot, the proposed salary and, above all, its revaluation, possible compensatory premiums and other benefits in kind such as health insurance, access to housing or taking charge of the move, for example. It is also a question of proposing a real project and guarantees concerning the return of employees, namely what position can be offered to them and what reclassifications are possible. The Comp and Ben manager must think all these elements while establishing a cost management in line with the company’s possibilities.

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The international environment is extremely competitive, having a Comp and Ben manager is a real asset to gain performance, both to attract new talent and to encourage its employees to move.

Housing, a criterion not to be overlooked during a mission abroad or an expatriation.

Whether you are simply in a foreign country, on a long-term mission, expatriate,etc. enjoying good housing is essential to feel safe, integrated and quickly efficient at work. In order to help you in your research, you can ask your company to call on a relocation agency. These specialized companies will make it easy to leave in complete serenity and help you to stay quickly and comfortably as part of a long mission.

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