William Laskowski, PMP, CPP
Spring Grove, Illinois, United States
848 followers
500+ connections
About
Human Resource Operations and Project Manager with 25 years of experience in…
Activity
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I am honored to join Heidrick & Struggles as Vice President, Global Total Rewards. It is truly a privilege to be part of such a prestigious firm…
I am honored to join Heidrick & Struggles as Vice President, Global Total Rewards. It is truly a privilege to be part of such a prestigious firm…
Liked by William Laskowski, PMP, CPP
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First they stop arguing. Then they stop caring. Loyal employees don't walk away after the first disagreement. -They stay. - They try. - They speak…
First they stop arguing. Then they stop caring. Loyal employees don't walk away after the first disagreement. -They stay. - They try. - They speak…
Liked by William Laskowski, PMP, CPP
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Honored to share my first quarterly results as CFO of Littelfuse. Thanks to the dedication of our global teams, we delivered another strong quarter…
Honored to share my first quarterly results as CFO of Littelfuse. Thanks to the dedication of our global teams, we delivered another strong quarter…
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Experience
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Heidrick & Struggles, Inc.
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Education
Volunteer Experience
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Board of Directors
Brunswick Employees Credit Union
Credit Committee Officer for a non profit Employee Credit Union
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Volunteer
Als Foundation
Health
Year round volunteer for the Mammoth Music mart held annually at the Old Orchard Shopping Center in Skokie, IL.
More activity by William
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After over three years at Heidrick & Struggles, I wrapped up my time with the company at the end of 2024 to pursue new opportunities. I’m deeply…
After over three years at Heidrick & Struggles, I wrapped up my time with the company at the end of 2024 to pursue new opportunities. I’m deeply…
Liked by William Laskowski, PMP, CPP
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Today, I rise. Last week was undoubtedly challenging for those of us committed to Inclusion consulting work. Over the past decade, I have developed…
Today, I rise. Last week was undoubtedly challenging for those of us committed to Inclusion consulting work. Over the past decade, I have developed…
Liked by William Laskowski, PMP, CPP
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We are pleased to announce the appointment of Anne G. Rockey as our new Regional Leader of North America. Congratulations! Learn more about Anne:…
We are pleased to announce the appointment of Anne G. Rockey as our new Regional Leader of North America. Congratulations! Learn more about Anne:…
Liked by William Laskowski, PMP, CPP
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Troy Markusson
📢 One Big Beautiful Bill August 7 IRS Update: No W-2 Changes for 2025… But DO NOT GET COMFORTABLE 📢 On August 7, the IRS confirmed that for Tax Year 2025 there will be: ✅ No changes to Form W-2 ✅ No changes to Forms 1099, Form 941, or other payroll returns ✅ No updates to federal income tax withholding tables for OBBBA provisions Translation: We keep using current procedures for 2025; reporting and withholding remain unchanged. The IRS made this call to avoid disruption during tax season and give all of us, along with tax professionals, time to implement changes for 2026. 🚨 But here’s the reality: Just because W-2s are not changing does not mean our work stops. Overtime and tip qualification rules under OBBBA still mean employees will have questions; LOTS OF THEM! If we do not provide clear reporting to employees now, expect thousands of inbound calls next year asking for details so they can file their taxes. This is about care, not compliance. Even if it’s not required on the W-2, setting up supplemental reporting is the right thing to do for employees and the smartest way to protect Payroll teams from a tsunami of confusion later. 🛠 Payroll Action Plan: 1. Build interim reporting for qualified vs. non-qualified overtime and tips, even without a formal IRS requirement for Tax Year 2025. 2. Partner with vendors now to ensure data is captured accurately for 2026 readiness. 3. Start messaging employees early to build awareness and reduce surprises. OBBBA’s 2025 “quiet year” is not a pause , it’s our preparation window. The changes to tips and overtime reporting in 2026 will require accuracy, clarity, and trust. Payroll leaders who use 2025 to prepare will set the gold standard for transparency and employee experience. This is where Payroll shows it’s not just a processor, it’s a proactive driver of trust and strategic readiness. #PayrollLeadership #OneBigBeautifulBill #EmployeeTrust #PayTransparency #StrategicPayroll #PayrollMatters #EmployeeExperience
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