Higher Talent - International Mobility roles

International mobility and expatriation is constantly increasing with the globalisation of companies and the opening up of world markets. Companies and especially HR departments are facing a growing demand on their resources to manage the workforce in every area of an organisation.

Businesses are requiring more flexibility from their employees as they increase their cross border operations. The transfer of key skills, experience, management and knowledge are very often business critical to the overall success of expansion projects.

Companies must assess the overall value of the assignment and provide suitable investment in the relocation management to ensure its success. The management of the international mobility of employees and executives must address two distinct issues.

Administration which covers immigration, residency, employment contracts, allowances, departure formalities, etc. These must be dealt with in a timely manner to allow for often lengthy processing times with various administrative bodies. The procedures for each will be particular to the country of destination, the parameters of the assignment and the personal situation of the employee.

Support which covers housing, personal administration, family support and integration. The support structure for the expatriate and their family is essential to the success of an assignment. To ensure the employee is able to entirely focus on the new assignment, support for their family is critical, from sourcing suitable housing in the new country, through to help adjusting to the new environment. Employees expect this more and more from companies that are asking them to make an important life adjustment on their behalf.

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