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Global Mobility Transformation

Managing global business moves – everywhere

Increasing globalisation is prompting companies to consider more international assignments than ever before. Unfortunately, many are relying on workforce mobility programmes that were designed for different times. The result? Elaborate and expensive expatriate packages. Exceptions become the norm. Soaring programme and administrative costs, with escalating regulatory and compliance risks. It becomes all but impossible to execute a business strategy that requires putting the right talent in the right position at the right time—and at the right cost.

Issues and trends

As global competition accelerates; companies can no longer afford to treat international deployment as a niche activity that provides high-touch and high-cost services to a small group of employees. The problem is aggravated when all expatriates receive the same package, regardless of the assignment’s value or the employee’s level within the organisation. This one-size-fits-all approach often results in high costs that may be challenging to rationalise.

A smarter approach transforms global mobility (GM) into a configurable model that’s fast, flexible, cost efficient and aligned with changing business and talent strategies. This requires integrating global mobility with the organisation’s Human Resource (HR) and talent strategies and service delivery model while considering the unique challenges of managing a worldwide workforce. That’s no small task.

Our services

We’ve helped some of the world’s largest multi-national companies transform their global workforce mobility programmes, providing insight and experience across the full spectrum of talent management, total rewards, technology and tax. 

  • Business and HR strategy alignment HR is there to support a company’s growth by managing talent within the context of the business strategy and by providing the right mix of career opportunities and rewards.
  • Streamlined service delivery Freeing-up the global mobility staff to focus on high-value activities can increase productivity and decrease administrative costs.
  • Global employee rewards alignment Companies that provide a one-size-fits-all package may find that the reward packages often don’t align with the employee’s level within the organisation or the overall value and objectives of the assignment.
  • Technology solutions We help clients leverage their existing HR technology where it makes sense by limiting specialised global mobility solutions only to processes that have requirements unique to the Global Mobility workforce.
  • Regulatory compliance Not too long ago, the cost of complying with local regulations could easily outweigh the penalties for non-compliance.

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