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The HR Mobility
Framework

Basics 

​​Here, you will find roadmaps for constructing a robust Mobility Framework built on a balanced approach to all stakeholder needs.

Identifying Drivers, Scenarios, Profiles 

Checklists:

  • Business Drivers

  • HR Drivers

  • Scenarios & Profiles

  • The Compliance File

The essential first step in planning cross-border work assignments is identifying the underlying Business and HR Drivers that determine the selection of candidates and work conditions. Based on these parameters, you can select the most suitable Scenario and define the Profile of the worker. 

In this section, the roadmap will lead you through the process of defining the Profile.

Assignment Constructions

Checklists:

  • Secondment

  • Suspension

  • Dual Employment

  • Termination

Now that you have defined the Profile, the next step is to choose the Construction that matches this profile. Unlike what is often assumed in practice, several constructions are available to structure an international assignment.

This roadmap step will guide you through the most common legal constructions available. You'll find the specific criteria for each construction and understand the necessary contracts to establish a solid legal framework.

Global Compensation

Checklists:

  • The Philosophy

  • Types & Components

  • Approaches

  • Tax Equalization/ Protection

  • Allowances

  • Packages

  • Expatriate Pension

  • Exceptions

This section explores the critical components of Global Compensation and the Employee Value Proposition that form the foundation of successful cross-border Workforce Deployment. 

A comprehensive approach to pay transparency enables stakeholders to clearly understand, visualize, and appreciate the unique set of benefits and opportunities that an organization offers to its international workforce in exchange for their skills, capabilities, and experience. It builds trust while ensuring proper resource allocation and financial planning.

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Policies

Checklists:

  • Mobility

  • Compliance

  • Tax Equalization

  • Duty of Care

As organizations expand globally, the need for transparent and streamlined cross-border work arrangements becomes critical. Companies with frequent international assignments can effectively manage these complexities by establishing comprehensive policies that reflect their organizational culture and internationalization strategy.

In this section, four essential policy frameworks will be discussed: the Mobility policy, the Compliance policy, the Tax Equalization policy, and the Duty of Care policy.

Strategies

Checklists:

  • Company Cultures

  • Stakeholder involvement

  • Strategies

  • Processes

  • Procedures

  • Resources

HR GM enables HR and Business managers to move the right people to the right place across the border at the right time and cost. To make that happen, HR GM Professionals must build a sound GM framework that balances company Values, prevailing Business and HR objectives, and Employee well-being and expectations. At the same time, they must deliver transparency and consistency within the boundaries of compliance requirements and limited resources made available by the company.

This section explores building an adequate framework based on a holistic and strategic approach to Global Workforce Deployment.

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​​​​​​​​​Key Tips for Success

 

1. Secure Expert Guidance

The Navigator serves as a tool for understanding the complexities of Global Mobility. While comprehensive, it cannot address every practical situation or legal nuance and must never replace official documentation or professional consultation.

Each situation requires tailored guidance based on specific circumstances. We strongly recommend consulting qualified experts in all relevant countries before making decisions. Use the Navigator as a guideline to navigate the various subjects you'll encounter and as a framework for developing questions when meeting with your advisers.

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2. Maintain Vigilant Oversight

Even minor changes in international work arrangements can have significant legal and financial consequences. Protect all parties by implementing these three critical practices:

- Document all work terms and conditions comprehensively at the outset

- Monitor actual working conditions and circumstances regularly

- Respond promptly to any changes in the work arrangement.

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