Mobility Consulting Overview

Compensate internationally mobile employees in the most cost-effective and competitive manner while developing global talent

International assignments are part of a process to create change, improve understanding and develop the global presence that is needed in the present competitive business climate. Expatriation is synonymous with new business opportunities, expansion and growth.

Three main factors compel today's companies to review their international assignment policies. The first is new organizational structures focusing on customer needs and lower costs. The second is the different pace of business dynamics around the world. The third factor is regional integration and the search for expatriate candidates globally.

A policy has to fit within the context of global human resources opportunities if it is going to be adhered to. If you need to manage expatriate assignments successfully in a highly competitive and cost conscious business environment and you want to improve your skills, then consider how the services of Mercer described below can support you.

New to Mobility? Download this 40-page comprehensive guide that outlines all of the components you need to start your employee mobility program.

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BEST PRACTICES FOR MOBILITY POLICY DEVELOPMENT Our free guide shows how to develop a mobility policy beyond the basic allowances and benefits to a comprehensive plan for managing assignees.

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Expatriate Compensation

Determining the proper compensation approach can be challenging. Written by Mercer experts, our guide to compensation approaches will provide a detailed analysis of the three main compensation methods to help you choose the right solution based on your specific needs

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Policy Flexibility

As mobility programs grow and new situations arise, companies may need to be flexible on their approach to compensation. Our whitepaper outlines the considerations, benefits, and drawbacks involved.

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