What is the role of a global mobility team?

A global mobility team, a subset of the human resources department, plays a crucial role in managing distributed workforces, which now include remote workers, relocated assignees, international freelancers, and more. As businesses adapt to this new reality, talent acquisition and retention become significant challenges, necessitating a shift in focus for HR professionals and talent mobility teams.

Definition of Global Mobility:

Traditionally, global mobility referred to the HR process of sending employees across borders for various purposes, including business travel, short-term and long-term postings, and permanent relocations. However, it now encompasses a broader understanding that includes meeting employee needs and supporting their career paths.

Importance of a Global Mobility Program:

A robust global mobility program offers strategic benefits for businesses, such as managing and diversifying the talent pool, strengthening leadership in new locations, supporting permanent establishment, addressing skills shortages, and meeting diversity and inclusion goals.

Need for Global Mobility Services:

Global mobility services, an essential HR function, assist in moving employees to different locations. Outsourcing these services provides access to expertise, purpose-built platforms, and knowledge of local employment laws and regulations, ensuring a seamless relocation experience for employees.

Evolution of Global Mobility Teams:

Communication Technology: Advances in communication technology have connected the world and facilitated global workforce deployment and talent acquisition beyond borders. Adaptation to Shifting Work Trends: Global mobility teams are adapting to trends such as work-from-home, the gig economy, flexible working, and upskilling. Expanded Responsibilities: Modern mobility teams are evolving from administrators to consultants for the overall organization. They focus on employee satisfaction, experience, inclusion, well-being, and organizational consulting. Adjustment to Flexible Work Arrangements: Mobility teams must define clear work policies for remote, hybrid, or flexible work arrangements and support employees through these changes while monitoring productivity metrics. Digital Adoption: Embracing digital tools allows mobility teams to track and monitor remote employees effectively, collect data on satisfaction and engagement, and make data-driven policy changes. Compliance Management: Mobility teams must understand and manage risks associated with globally distributed workforces, including tax and regulatory compliance across different jurisdictions. Employee Development: While international relocation remains a traditional path for career development, mobility teams are exploring how remote and virtual functions can provide similar experiences. They also need to upskill and reskill to adapt to the changing landscape and provide more value to the business.