How do Global Mobility Professionals demonstrate more Value?

Guest Post by Kevin Castro

In a survey commissioned last year by Santa Fe Relocation Services and conducted by Circle Research, a contrasting view on global mobility teams was revealed. Graeme Cade, Client Director, Circle Research explains: “Senior executive leadership recognizes the strategic value of the Global Mobility (GM) function for enabling business growth and developing talent to become tomorrow’s leaders. Strikingly, GM professionals themselves are struggling with a lack of confidence and morale – often feeling under-resourced and undervalued.”

You can request a copy of the report by clicking here

While Senior Leadership recognizes the role that GM professionals play in the organization, does it transcend to having real benefits for those supporting the company’s best talents i.e. not feeling under-resourced or undervalued?

Perhaps only for some. As such  GM professionals, how can we further demonstrate value in order to influence how the organization supports/perceives the team? I have listed  four points, which I hope can help you/your teams to increase your value in the organization:

1. Get a Seat at the Table through Partnering in Business and Talent Goals

  • Do you have Joint-Business Planning with your HR & Business Leaders? If none yet, you should start engaging them in order to better understand their goals, focus, and how you can support Talent Strategy. This may lead to an easier path in demonstrating your value to the business as you will get to know how and where to play towards their goals;
  • Does your company do assignee pre-screening, where you determine the suitable candidates for international assignment? If not, this is something that you can explore and introduce. If done right, you avoid the pitfalls of selecting the wrong people.

2. Your Expertise Matters

  • You are the expert, and you should try to demonstrate this frequently. You can do this through sharing GM insights, trends, and how these contribute to business/talent strategy.
  • If the opportunity is available to increase your global mobility expertise through having certification and further studies. GM organizations and consultancy organizations provide certifications/courses, where you can further deepen your mobility knowledge. For example, Global People Transitions offers the FlyMe! Program, a career coaching geared towards Global Mobility Professionals.
  • An academic course to certify you as a “Global Mobility Advisor” is available with Expatise Academy in collaboration with Erasmus University in Rotterdam, The Netherlands.

3. Communicate Your Value, Regularly and Consistently

  • Do you consistently communicate what you have achieved, projects you initiated? Ensure that you communicate the things that you do and how you have supported the business.
  • In a study by Cartus in 2016, a global relocation services provider, it found out that 54% of companies lack focus on tracking and reporting on assignments. As such, this will be a focus for 2017.  
  • Hence, it is high time to gather that data (assignment success, costs, the return on investment, assignees feedback, etc.) and have a regular newsletter/blog or presentation at your next strategy/planning meeting.  
  • As my clients always ask, how will I know if the expat assignment is successful? A report should be in order to communicate such info.

4. Flexible, Agile and Able to Re-Focus.

  • In previous years, the goal was to ensure that you arrange logistics and meet compliance needs, which are more transactional. In today’s world, the role expands and you are now viewed by the business as a strategic partner not merely as administrators. You should always understand what is important to the business. Today, the focus may be costs, but it might be something else in three months time. Keep your eyes and ears open for this and be agile and flexible.
  • In addition, as practitioners (in-house or outsourced) you should also be aware of trends in terms of mobility practices and service delivery.  You can start by looking at how technology affects the delivery. Do all assignees adapting to these changes, or do we provide omnichannel delivery? What do other companies do?  Such questions might lead you to new service delivery models or enhancement.

I hope these four points will prove to be beneficial for you and will help your team to push more value to the organization. So, don’t forget to get a seat, be the expert, market your value, and be agile & flexible.

I remember a conversation with my previous boss, where he shared with me that HR is a cost-generating function, so it might sometimes receive smaller budgets (e.g. hiring additional headcount, higher bonus, etc.). However, HR’s role has transformed itself from a back-office support function into a more strategic business partner. This principle should also apply on Global Mobility regardless of where it is structured in the company (e.g. HR, Finance, Outsourced, etc.).

In today’s world, Global Mobility Teams will be more valuable than ever!

 

Kevin Castro is a Filipino by birth, who lived in Singapore for almost 8 years and is now residing in Zurich. A Global Mobility Professional, with experience in Mobility Operations, HR Services, Project & Supplier Management, and Customer Service. He is currently learning German and at the same time enjoying cooking & curating travel experiences.

https://www.linkedin.com/in/kevin-castro-37010a49/



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