In today’s changing corporate world, the connection between Global Mobility and Total Rewards is becoming more complex. This topic resonated across all roundtable discussions in our recent Beyond Borders summit, where professionals from Global Mobility, Talent Acquisition, and Operations came together to exchange ideas. Many spoke of important dynamics around team structures, compliance challenges, and the need for clear policies to manage talent mobility and employee benefits.
This blog post summarizes key insights from these discussions, providing a clear overview of current trends, challenges, and strategies in Global Mobility and Total Rewards.
Organizational Structure and Team Dynamics
Some enterprise leaders shared how a recent restructuring led to the creation of a Center of Excellence (CoE) and a new area called People Solutions in their company. This change aims to streamline operations, especially within the Total Rewards team, which focuses on compensation and benefits rather than core HR functions. However, integrating various elements, such as mobility consulting and compliance, is still a work in progress. Interestingly, the mobility consultant role is currently limited in the EMEA region, highlighting regional differences within global teams.
This situation raises an important question: where should Global Mobility teams sit in the org chart? Should they be part of the Total Rewards framework, or should they operate as independent units? As discussions continue, it’s clear that different organizational structures need to reflect the specific goals and deliverables that the business as a whole requires.
Challenges of Compliance and Policy Implementation
A common theme in the roundtable discussions was the complexity of maintaining compliance, especially in a post-COVID world.
For example, companies are struggling with the details of remote work and workation policies. Often, there are no clear guidelines, which can lead to confusion among employees who want to know if they can take workations or how to manage international relocations.
Legal and compliance issues are critical, especially regarding tax and immigration laws. As companies look to broaden their global talent pools, the need for strong compliance frameworks becomes even more important. Organizations must establish clear policies and ensure that these are effectively communicated to all employees – in fact, many of our speakers explored exactly how to achieve this. You can catch their key takeaways in our free on-demand video library.
The Role of Total Rewards in Talent Acquisition
Total Rewards teams face challenges in distinguishing between benefits, compliance, and core practices. This lack of clarity can slow down effective talent acquisition strategies. For instance, one participant shared that employees often find it difficult to understand the differences between compensation and benefits, which can lead to dissatisfaction and missed chances for retaining important talent.
To add to that, recent trends sugges a move toward standardizing employee experiences across regions. As companies aim to create fair and inclusive environments, understanding how benefits and rewards differ by location is becoming increasingly vital.
The Impact of New Pay Transparency Laws
This is especially true with the introduction of new pay transparency laws in the EU, companies need to adjust their Global Mobility strategies to comply with new legal requirements. The implications for internal teams are significant, requiring careful planning and adherence to avoid potential issues. This shift in focus on total compensation reflects a broader trend towards transparency in employee pay, impacting how organizations approach recruitment and retention.
The Evolving Landscape of Workations
The idea of workations—working while traveling—has gained popularity as companies explore flexible working arrangements. However, this trend comes with challenges. Organizations must navigate compliance mazes, especially regarding the legal implications of allowing employees to work from different countries. Key considerations include time zone differences, legal responsibilities, and potential costs associated with international relocations.
While workations can enhance employee satisfaction (in fact, 81% in our latest study said it achieves exactly that), they require clear guidelines and frameworks to not just ensure compliance and minimize risks, but also offer fair and positive experiences. Companies that successfully implement workation policies are likely to see improvements in employee morale and retention.
In summary, discussions surrounding Global Mobility and Total Rewards illustrate a rapidly changing landscape. As companies navigate these complexities, emphasizing compliance, clarity, and strategic alignment will be critical for leading successful programs. The future of work requires an adaptable approach that embraces flexibility while ensuring strong governance, enabling organizations to fully leverage their global talent.