The global tax landscape is evolving to account for electronic commerce and other technologies and to target perceived aggressive tax avoidance by multinationals. Laws determining what constitutes a taxable presence — or a permanent establishment — are changing particularly quickly.

Deploying and maintaining talent around the world is a critical priority for multinational companies. Driven by globalization, global mobility is an increasingly important component of maintaining market competitiveness, whether for expanding to a new country, sourcing the right talent or ensuring workforce diversity.

2015 set records for mergers and acquisitions, with buyers spending $3.8 trillion that year according to Despite the frenzy, however, serious risks remain, especially when participating in an international transaction.

Protecting the personal data of customers and employees has never been harder and the stakes have never been higher. Governments the world over are tightening restrictions and increasing fines for noncompliance. Understanding your own obligations in this climate is difficult, but it’s also essential.

One of the biggest mistakes many companies make when planning for overseas expansion is applying a cookie-cutter approach to budgeting and not adequately accounting for the tax laws, employer obligations, cultural nuances and other quirks of their target countries.

Even as an experienced HR professional in your home country, entering a new territory and grappling with the nuances of local benefits provisions, payroll, labor laws, salary expectations and cultural practices can be daunting.

Rapidly growing economies, global innovation, new wealth, and lower barriers to trade all speak to overseas opportunities for your business.