Pam Jeffords, Mercer
International mobility matters for multinational companies. The average multinational company spends millions every year on relocating employees. Sometimes it is done to leverage experience and expertise in the development of a new site. Other times, it is about career development and preparation for future leaders. In most cases, the relocated employees are top talent: senior managers and high potential employees, as well as experts with sought-after skills. These expatriates are at the forefront of companies’ expansion plans and the business impact of failed assignments and low expatriate retention can be significant.
Businesses with a global footprint need professionals who know how to relocate workers efficiently. This calls for specialists in global mobility. Is this HR niche right for you?
What Global Mobility Specialists Have to Say About The Job
What do others in this field have to say about their work? Here are a few comments by practicing global mobility specialists:
"I was attracted by working on something 'international.' "
"I find it very interesting, and I learn new things all the time!"
"Traveling and being interested in the world helped me choose Global Mobility."
"Global Mobility is such a diverse environment, with constant evolution and changes."
"Growing companies need to be able to compete on a global scale and have the ability to move talent globally where/when needed."
How to Become a Global Mobility Specialist
This field is a sub-niche of human resources and is dominated by women, allowing females the opportunity to enter an organization and move laterally. It is also an attractive profession for those who want a clear-cut career track and for people who find it intriguing to work in an international environment.
A career in global mobility often begins with a bachelor's degree in human resources. Those who wish to progress further pursue graduate degrees in human resources or a related discipline.
International employment mobility requires knowledge of compensation, benefits, tax, employment conditions and practical relocation issues. Few courses prepare students to deal with such a wide range of topics; so many young HR professionals learn to manage mobility through practical experience.
Entry into the mobility world is often opportunistic: answering a job offer from a relocation company, working with a management consulting firm on international taxation/remuneration, or simply by joining multinational companies as an HR generalist and later specializing in mobility.
The Risk of Being Siloed: the Potential Downsides to a Career in Global Mobility
Like any career, there are also downsides. One of the common complaints is that global mobility professionals feel somewhat "locked into" their jobs. There isn't much room to grow in new directions – especially if the mobility function within the organization is focused on transactional activities. However, the field is constantly in flux, driven primarily by globalization and innovations in management practices as well as technology, making it a job where HR professionals are always learning. Furthermore, mobility professionals should position themselves as strategic partners for the organization and connect with the talent management function.
Some employees feel like they are "stuck in a job" instead of "pursuing a career" because of the somewhat set nature of the global mobility career path.
Those working in the realm of global mobility often manage their career paths by moving both vertically and horizontally within their organizations. Most stay within the realm of human resources, and many take on additional roles within the company. There are, however, limited full-time executive roles in the global mobility realm. Possible career developments include changing jobs to become an international compensation and benefits manager, or simply focusing on more strategic talent management issues. Alternatively, some mobility professionals retain their mobility job but take on new, additional responsibilities within their organization. This sometimes results in composite job titles like “VP of Global Mobility and Executive Compensation”, or perhaps “VP of Global Mobility and Global Benefits.” These attractive executive titles come with executive-level compensation packages, but require global mobility specialists to take on additional responsibilities.
Where Global Mobility Jobs Overlap with Other Responsibilities Within Companies
By mastering other related skills, such as talent management, finance and technology, global mobility professionals can improve their career path by creating new advancement opportunities for themselves. It is one of the few career fields that is dominated by females, so it is an ideal way for women to break through the proverbial "glass ceiling."
Global mobility naturally overlaps with other aspects of international HR, including global talent management as well as compensation & benefits.The average enterprise spends $16.2m every year relocating employees. The global mobility professional will need to manage that budget efficiently in order to get the most return on investment. That makes finance another potential overlap for a global mobility professional. Some also cross over into other areas of business technology, as well into leadership roles. The more skills you can add to your training in global mobility, the more valuable you will be to your organization. This often leads to promotions to higher level (and better paying) positions within the company. Employees successful at cross-training are constantly on the lookout for new opportunities for advancement.
Global mobility is a burgeoning realm with myriad new opportunities, but companies and individuals alike need to make sure to take advantage of those opportunities.
Planning for the future of your career
Mobility is changing: outsourcing, the increasing use of new technology, and the rise of new practices driven by the mentality of highly mobile new generations as well the start-up culture of internet giants are challenging traditional mobility practices.
No matter what profession today's job seekers pursue, they should always be forward-thinking. They need to be learning new things, mastering the latest technologies, preparing for changes in the marketplace, and constantly expanding their skills sets. This is also true for HR.
Mobility is a niche area of HR. Being a qualified mobility manager is no longer a premium within many companies, but having the wide range of skills needed to effectively manage a sizable expatriate population is a significant advantage compared to HR generalists. The path to success is about proactively marketing these skills and developing a consistent career plan instead of passively waiting for hypothetical promotions. It can be helpful to speak with other HR and global mobility professionals and find out about their career maps. How do they plan to move forward in the industry and within their companies? This can help guide you in developing your own career plan.
A shift in thinking is necessary: the objective is the same but tactics must change. No longer are global mobility professionals climbing traditional career ladders offered by organizations. Instead, individuals must be proactive with non-linear career “climbing walls” and manage their own ascent.
Contact the author: pam.jeffords@mercer.com