Our buy-in series is in your corner. To help you get Human Resources leadership on your side for your next pitch, we’ve spoken to the Chief Human Resource Officer of a DAX-listed company about their expectations of Global Mobility and how it can support the overall People and Culture strategic roadmap.
Tips for creating a successful global mobility programme
I am a longstanding HR professional who was lucky enough to work for a variety of global brands in a variety of international locations, including Asia and the US. This means that I have been an international assignee myself, several times, and am familiar with the personal, administrative, and logistical challenges this poses.
For me, Global Mobility is about talent management, cost management and risk management. It’s about getting the right people in the right places at the right time and at the right cost.
A modern Global Mobility programme should first and foremost be integrated into the broader People Operations strategy. This means providing centralised access to all HR support related matters, including salary calculation, benefits, tax and social security matters, physical relocation, contract management, and vendor relations. It should also provide a great user experience to the increasing numbers of stakeholders involved, employees, new hires, recruiters, People Partners, business leaders, tax, finance, business travel, and security. The list goes on.
Ultimately it should be clear where we have people and why they’re there. To aid succession planning, it should also be clear on how much time is left on their contract and, consequently, where action is required from our People and Culture team.
Roles and responsibilities should be clearly understood between the candidate, the responsible HR manager, and line managers (home and host location), for approvals and reporting.
Most important is that information is easy to find, easy to comprehend and that it provides one source of truth via reliable HR processes, workforce and finance data.
Human Resources business partner
Good global mobility, done well, is a strategic enabler. It develops next gen talent, it mitigates risks by getting skills where they’re needed, and it embeds – even transforms – company culture.
The journey starts with a strong relationship with your HR business partner. This involves understanding your leadership’s ambitions, understanding your people and culture, and being confident, creative and collaborative in how you bring your ideas to life. Done well, the impact can be huge.
Drawing on decades of experience in international relocation, AGS Relocation specialises in creating Global Mobility programmes that secure approval from your CHRO while prioritising assignment success.
Reach out to us today for a commitment-free, straightforward discussion on achieving your global mobility goals.