Through this annual publication series and the 2018 report, we continue our commitment to inclusion and diversity by presenting the good news as well as the challenges that continue to exist for tax organizations attempting to achieve diversity in their employee ranks. This report identifies innovative approaches to attract, hire, and retain top tax talent as well as the perspective that enables us to see the critical intersections between retention, development hiring and diversity.
Tax roles are harder than they’ve ever been. If new regulatory requirements and changes driven by statutory tax reform weren’t enough, the challenges of risk mitigation and creating shareholder value pull these individuals in dozens of directions, some with competing agendas. Learn more about this option that's now available to those considering retirement.
Why Outsourcing is Not What It Seems - Leaving the Fox to Guard the Hen-House
This article takes a snapshot look at outsourcing a tax function and cautions about the downside that can result from these arrangements. Depending on the size of your company and its tax function, you'll hear about this alternative arrangement from your public accounting provider as an attractive alternative but you need to know the negative side. For a more comprehensive look at this topic, click on link to "What the Big Four Don't Want You to Know About Outsourcing Trend".
The annual Global Tax Market Assessment (GTMA) is the leading forecasting and predictive analysis of top trends
in staffing and retention facing corporate tax departments. This 2019 report examines how the perfect storm of tax reform, retirement of baby boomers, uptick of corporate transactions and the ever changing issues related to tax technology & AI has and will continue to significantly affect staffing and retention of corporate tax departments. Key factors related to this challenge are identified for each major region of the world as well as predictions and recommendations regarding how tax departments must respond. Key solutions for the future success of tax departments are presented including closer collaboration between tax and IT departments as well as tax becoming a more integrated partner with business.
This article addresses the challenge Tax Departments face as they attempt to increase shareholder value, minimize risks and reduce costs and annual budgets. Creative solutions are available in today's "gig" economy to achieve these goals including the use of progressive technologies and use of alternative staffing arrangements to reduce outside consultant fees and avoid over or under hiring. Seamless integration of these tools is key to making Tax more efficient as a partner in the overall goals of the organization.
This article addresses the importance of assessing our abilities, skills and the areas where we need to make improvement. We can find this information through feedback from others and our own self-awareness. Once we have this information, what next? Learn the advantages we can gain from the most often named factor for career success, having a mentor, and how it can change our futures.
In this article, the keys to avoiding a leadership crisis is laid out as corporate heads of tax prepare to retire across the US. The facts indicate that 64% of tax leadership is 55 years or older and 52% of those in line to to take over the #1 positions are 55 years or older as well. There are other factors that contribute to this being more than just a high level staffing issue. This article lays out the factors of what tax departments are imminently facing and will continue to face as the largest living population prepares to retire. Solutions are available to offset this looming challenge including succession planning and specific guidance for each generation - GenXers, Millenials and Generation Z.
What the Big Four Don’t Want You to Know About the Latest Outsourcing Trend
This paper examines outsourcing vs. keeping all tax work in-house vs. a blend of both. For most tax departments, it's important to first step back and evaluate the tax function from a global perspective. While the Big Four push outsourcing as a solution, a majority of tax departments now consider it an unrealistic model, recognizing that an outsourcing arrangement may not adequately consider shareholder value and minimizing risk. While outsourcing is justified under certain circumstances, there are other actions that can be taken by a tax department to meet today's growing demands.
Slides highlighting five key takeaways from Tax Hiring Outlook - change in method to find top tax talent; increase in use of outside tax consultants; growth of companies is fueling new tax hires; perception that it is difficult to hire tax professionals in current market; increase in tax compliance & tax accounting roles.