The 50 experienced professionals in our Russian practice have been successfully advising a wide range of both multinational and Russian companies on their HR issues for the past 15 years.
Our goal is to provide you with comprehensive HR services that combine the in-depth knowledge of our personal tax, mobility, reward and HR effectiveness professionals with the expertise of our corporate finance, management consulting, legal and accounting specialists.
Turbulent economic times are bringing people-related costs into sharper focus than usual for employers. Whether as a way of sustaining business strategy, or even as an alternative to headcount reduction, businesses need to be ever more flexible to fully understand, manage and reduce their people-related costs.
| Challenges |
How we can help |
| Pensions |
- Introduce pensions plans in lieu if salary reviews are frozen
- Scale down legacy pension scheme liabilities and manage associated risks.
- Redesign benefits to reduce cost and risk.
|
| Headcount |
- If redundancies are unavoidable, ensure legal and tax positions are robust.
- Review your performance management system and ensure talent is retained within the business during downturn and beyond by managing communications with trust and integrity.
- Understand the full impact of restructuring and the true costs of reducing headcount, including the hidden costs of pensions and incentives.
|
| Absence Management |
- Benchmark absenteeism and assess variations with industry expectations.
- Review management approach and absence policy – manage closely and robustly, taking action where necessary.
- Quantify the cost to the business and develop strategies to reduce absenteeism, including line manager training.
|
| Expenses |
- Review expense policies to ensure they meet current and future business needs.
- Develop controls and processes to protect against excessive, unnecessary or fraudulent claims and train staff accordingly.
- Ensure documentation structured to tax risks for deductibility of expenses
|
| Analytics & Benchmarking |
- Review effectiveness of current workforce against industry sector.
- Understand measures relating to talent management, human capital return on investment, remuneration and HR & people risk.
- Use acquired knowledge to improve best practice within business.
|
| Pay & Productivity |
- Fully understand current productivity levels and their link with outputs and profitability.
- Develop strategies to increase productivity and performance.
- Ensure employee commitment to change through effective communication.
|
| Incentives |
- Consider incentive value of underwater options and possible new strategies.
- Review remuneration structures and consider increased variable element and deferral.
- Maximise financial efficiency of current and future incentive plans.
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| Employee Benefits |
- Review and benchmark employee benefits for cost and tax efficiency.
- Minimise employee tax risk to avoid unexpected liabilities and penalties.
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| Secondments & Mobility |
- Outplace staff with clients and customers to deliver specific contracts and projects.
- Identify areas of potential growth and investment for the business and redeploy staff to those areas.
- Maximise internal talent by stretching them in new roles.
- Understand the return on investment from global mobility programmes.
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| Flexible Working |
- Review flexible working policies to drive down cost and extend the concept for specific areas of the business.
- Open up part-time working opportunities to employees who might not qualify under the existing policy arrangements.
- Introduce policies for unpaid leave, career breaks and sabbaticals.
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| HR & Finance Effectiveness |
- Review cost effectiveness of the HR and finance functions’ roles and responsibilities.
- Assess the value of function outsource providers and the effectiveness of these business relationships.
- Review function policies and processes with a view to improving risk management and cost control, and introduce efficiencies.
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