Immigration. Real estate issues.
Tax and legal considerations. Family needs. Household goods shipping. Duty of
care concerns. Destination services. Productivity. Data analytics. Temporary housing.
The list of essentials that
mobility professionals must wrap their arms around on a given day is long and
varied. It requires a solid knowledge of multiple services and professions
that’s comprehensive enough to address a range of employee needs, align with
the corporate budget, negotiate pricing and navigate obstacles.
It’s this range of capabilities
that prompted John Pfeiffer, GMS-T, associate client partner at Korn Ferry Hay
Group, to share this thought in Worldwide ERC®’s “Perfect Storm” report: The extreme expertise, the
strategic vision and insight that are required, and the ability to troubleshoot
rapidly in a complex environment makes the mobility profession “an exotic
Staying ahead of
the issues that employers and employees value has been a hallmark of the
mobility profession. As employers think more
holistically about sourcing, hiring, moving, engaging and retaining talent,
they’ll need to better understand their talent, fold in more flexible and
remote work possibilities, and engage in more collaborative solution-finding—based on both analytics and empathy—to build a workforce that serves current business needs.
At the same time, the pool of
talent is seeking more purpose, adventure, training, career pathing, leadership
opportunities and work options. As the Perfect Storm report notes:
“…this is a call for mobility
professionals to demonstrate their superpowers as a strategic partner within
the HR circle and to drive closer alignment with all the talent-related
players, internally and externally.”
Keeping those “superpowers”
current and safeguarding one’s exotic specialty also means maintaining a strong
connection to industry issues,
building an understanding of analytics, and connecting
with other mobility peers for
information exchanges and solutions.
Related: A Future Must-Have: Integration of Mobility, Service Provider and HR Databases
for the future are high for mobility, which often hums along with quiet
competence in an organization, then is called upon for strategic insight and
problem-solving. Future-proofing the mobility profession will incorporate
marketing the mobility function internally to showcase its abilities as a
strategic adviser and educator to talent management and business leaders.
Jacquie Davidson, Head of Global Mobility at Adobe, agreed:
“Some of this is a change of
perspective and confidence: we have to see ourselves as strategic partners
before others will see us that way. Mobility has traditionally been skewed to
the operational and transactional. We need to change our brand, because we’re
so much more than that.”
Find out how other mobility
experts define their exotic specialty! Download Worldwide ERCⓇ’s report: The Perfect Storm: Talent Mobility
Leaders Decode the Future.