Robert Church Jr Email and Phone Number

- Directly responsible for all employee mobility and all immigration issues globally- Primary point of contact for Senior Management regarding mobility policy- Develop cost projections for all mobility and ensure proper budgeting- Support Director of Global Compensation in executing annual executive compensation grants & vesting, as well as creating Compensation schedules for annual Proxy.

Manage Global Mobility & Immigration activities for all employees across the entire organization.• Originate a governance model for employee relocations that eliminates operational gaps and requires alignment between managers, HR Business Partners, employees and Finance.• Devised Requisition process to facilitate internal employee mobility through improved onboarding, • Coordinate extensive review of immigration budget to balance mounting global regulations against cost cutting initiatives.• Deliver essential project management support for the 2018 Year End Compensation process.• Design Global Mobility & Immigration page for corporate intranet to improve employee experience and provide manager access to our standard operating procedures

Provide Global Mobility support to 1500+ short term business travelers & project assignees in the US and Canada.• Implement shadow payroll processes to eliminate risks in tax reporting and immigration compliance• Provide expert assistance and support to HR Business partners and Managers in assessing policy options and addressing tax, immigration and compliance issues surrounding employee assignments• Create an internal database to track Mobility projects globally and provide monthly metrics• Develop internal process to open legal entities and local payrolls to ensure compliance with new Canadian tax withholding regulations regarding business travelers

Assist Total Reward team following departure of key team members.• Prepare 2014 budget for Personnel Costs, including salary increases, expatriate/relocation benefits and incentive compensation for the entire organization; total budget in excess of $100M• Coordinate the 2013 & 2014 Compensation Planning by collecting performance metrics for bonus calculations, managing the compensation planning tool and delivering compensation data & metrics• Carried out job matching review for US employees and employ results to establish new salary bands

Assist Total Reward team following departure of key team members.• Prepare 2014 budget for Personnel Costs, including salary increases, expatriate/relocation benefits and incentive compensation for the entire organization; total budget in excess of $100M• Coordinate the 2013 & 2014 Compensation Planning by collecting performance metrics for bonus calculations, managing the compensation planning tool and delivering compensation data & metrics• Carried out job matching review for US employees and employ results to establish new salary bands

Frank Hirth is a tax advisory firm. I managed the part of our business wherein we provided International HR and payroll consulting services to various organizations. We were able to use our in-house tax expertise to help companies address compensation reporting issues, determine appropriate tax withholding, utilize tax treaty provisions and ensure that this data can be communicated to the employee in an effective and clear manner. We often acted as liaison between the corporate HR team and their counterparts in both the Payroll and Finance groups. And leveraging the global mobility experience of my team, we also assisted clients in establishing assignee policies, tax equalization policies, assignment letters and other HR-related processes.

Led a team in redesigning and implementing compensation, benefits & global mobility policies and procedures; provide services to 3000+ employees and 150+ global transferees • Managed the integration of 750+ new employees through 2 major corporate acquisitions, including transition of mobility plans, salary and title remapping and implementation of bonus deferral plans• Developed new Global Expatriate Policies, including Lump-Sum & Local Plus packages• Built a cost projection tool to reduce budgets shortfalls and improve decision-making re relocation packages• Ensured that educating and informing our employees regarding all global reward plans (deferred compensation, mobility, global benefits, etc) was a priority for my entire team• Directed the development of new salary structures to enhance our market competitiveness and to address the concerns of the Federal Reserve Bank and European banking regulators following the 2008 financial crisis• Modified global executive and deferred compensation policies to ensure compliance with applicable US tax regulations (IRC Section 409A) and US employment law• Expanded employee benefits options while limiting employee cost (HDHP, wellness incentives, flu shots) • Managed the Pension Committee and initiated a project to freeze DB pension and Profit sharing plans

Provide full HR services to globally-mobile employees with a focus on retention and talent management • Created a service-oriented organization that dramatically improved managers’ and employees’ understanding of the compensation, immigration, tax, and relocation implications of expatriate assignments• Revised deferred compensation plan to address new US tax legislation and ensure global tax compliance• Initiated a policy review with senior management to address the multiple risks associated with frequent business travelers (compensation structure, tax & immigration compliance and payroll reporting) • Led migration of international payroll from ADP to an in-house PeopleSoft system

Developed and led an eight-member organization in providing international human resource services to approximately 200 expatriate and non-expatriate investment bankers on assignments into and out of the North America and Latin America region. • Established a temporary regional office, after the events of 9/11. Without access to company technology and files, maintained operation of office providing a high level of support to employees during the crisis.• Generated $2+ million in annual savings, through negotiating household goods shipping and storage contracts for the Americas and EMEA, using a fixed price fee schedule to ensure quality service and cost savings.• Revised the assignment letter and severance letter templates in collaboration with legal counsel to comply with US laws and provide firm with more favorable employment contract terms.• Led project to design a payroll reporting system that consolidated data from numerous corporate entities, providing managers with the information necessary to develop accurate financial forecasts.• Orchestrated the collection of 75% of tax reconciliation payments due firm. Created expatriate tax budgeting and reserve system, which eliminated the need for future tax reconciliation payment collection efforts.

Established a new international human resources team to accommodate the rapid growth of top level expatriate assignments, which increased 200% over 3 years. Designed new Global Mobility policies with 3 distinct levels of service. Collaborated with HR team to implement global PeopleSoft database to provide an integrated mobility, payroll & incentive compensation solution

Manage the tax and compensation issues for all executives on international assignment. Establish policies regarding tax reconciliation settlements. Structure split payrolls and shadow payrolls in support of expatriate assignment agreements.

Provide tax planning assistance and prepared US tax returns for US executives working overseas and non-US executives on assignment in the US.