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Benefits Consultant at Gallagher | I work with Business owners, CFOs, and HR Professionals to efficiently solve complex issues around employee benefits, total rewards, and health insurance.
Seeking the right balance between benefits customization, financial resource management, and empowering your organization to grow can feel like walking on a tightrope backwards. Keeping up with evolving policies and laws only adds another obstacle. Check out the latest Gallagher Better Works Insights magazine for updates on some of the most common HR challenges, such as: 💰 New pay transparency laws 🌎 Global benefits management 💼Return-to-office mandates ⛳️Retirement planning Download the magazine below https://lnkd.in/ght9xmtK #employeebenefits #paytransparency #RTO #retirement
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🌍 Global Benefits Leader | Strategy, Execution and Compliance | Wellbeing | Pensions Geek | Remote Work Advocate
Less than 48 hours to go until this live masterclass about international employee transfer! 📣 Join James Mallet and I to find out about the varying transfer mechanisms and best practice on benefits Hosted by our master MC George Britton ❤️ Link to register in the comments :-) #hr #mergersandacquisitions #retention #employmentlaw #employees #benefits #engagement #pensions Omnipresent
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Finance manager | IFRS & FMAA Instructor | Talk About Financial Strategies & Analysis | costing & budgeting | Internal control & Corporate finance | Taxes | ERP Implementation Ex.
Employee Benefits IAS 19 (Part1 ) *The standard identifies several categories of employee benefit including :: short-term employee benefits, such as sick pay post-employment benefits such as pensions termination benefits, and other long-term employee benefits including long service leave. *Defined-contribution and defined-benefit plans :: The accounting for a defined-contribution scheme is relatively straightforward, as the employer’s obligation for each period is determined by the amount that has to be contributed to the scheme for that period. There are no actuarial assumptions required to measure the obligation or expense and there are no actuarial expenses or losses. Employers must use the projected unit credit method to determine the present value of a defined benefit obligation, the current service cost and any past service cost. This method looks at each period of service, which gives rise to additional units of benefit and measures each unit separately to build up the final obligation. All of the post-employment benefit obligation is discounted. Actuarial assumptions are used, which are the best estimate of the variables that determine the ultimate cost of providing post-employment benefits. These will include demographic assumptions such as mortality, turnover and retirement age, and financial assumptions such as discount rates, salary and benefit levels. The obligation will include both legal obligations and any constructive obligation arising from the employer's usual business practices such as an established pattern of past practice. IAS 19 does not require an annual actuarial valuation of the defined benefit obligation, but the employer is required to determine the present value of the defined benefit obligation and the fair value of the plan assets. This must be done with sufficient regularity so that the amounts recognised do not differ materially from the amounts that would be determined at the balance sheet date. A volatile economic environment will require frequent valuations at least annually. Plan assets are measured at fair value, which is normally market value. Fair value can be estimated by discounting expected future cash flows. The rate used to discount estimated cash flows should be determined by reference to market yields at the balance sheet date on high-quality corporate bonds. IAS 19 is not specific on what it considers to be a high-quality bond and therefore this can lead to variation in the discount rates used. #ehab_nabil #the_instructor #كل_يوم_معلومه_جديده_IFRS_CMA_CPA
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One of the primary ways to attract and retain workers has always been a good #retirement program in the #US. Discover why #DefinedBenefit plans could help win diverse #talent in the #FutureofWork.
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Benefits expert & leader, designing innovative, high impact health care and other benefits for our clients
One of the primary ways to attract and retain workers has always been a good #retirement program in the #US. Discover why #DefinedBenefit plans could help win diverse #talent in the #FutureofWork.
Market-based defined benefit plans
mercer.com
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Benefits expert & leader, designing innovative, high impact health care and other benefits for our clients
One of the primary ways to attract and retain workers has always been a good #retirement program in the #US. Discover why #DefinedBenefit plans could help win diverse #talent in the #FutureofWork.
Market-based defined benefit plans
mercer.com
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One of the primary ways to attract and retain workers has always been a good #retirement program in the #US. Discover why #DefinedBenefit plans could help win diverse #talent in the #FutureofWork.
Market-based defined benefit plans
mercer.com
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One of the primary ways to attract and retain workers has always been a good #retirement program in the #US. Discover why #DefinedBenefit plans could help win diverse #talent in the #FutureofWork.
Market-based defined benefit plans
mercer.com
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Investment Leader Mercer * Investment Solutions * OCIO * Private Markets * ESG * Impact Investing * ALM *
For many organizations in the US, one of the primary ways to attract and retain workers has always been a good #retirement program. Discover why market-based defined benefit plans may appeal to employers in the future of work. #DefinedBenefit #talent #FutureofWork #market
Market-based defined benefit plans
mercer.com
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For many organizations in the US, one of the primary ways to attract and retain workers has always been a good #retirement program. Discover why market-based defined benefit plans may appeal to employers in the future of work. #DefinedBenefit #talent #FutureofWork #market
Market-based defined benefit plans
mercer.com
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