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Connecting Mobility to Wider HR

Mobility teams today are a valued operational resource for HR teams — recruiters and HR business partners look eagerly to Mobility for support with the complexities of having a global workforce. But how do you shift the needle on that relationship, moving from “I need you to help me move this person” to “I need you to help me achieve MY goals”? And how do you extend the net, widening relationships to Learning and Development, Diversity and Inclusiveness, Compensation, and Talent Management? Here are some achievable, immediate actions you can take to help connect Mobility to your wider HR teams and elevate your team brand.

Business and Talent Insights are not as far away as you think

There are areas where Mobility teams can add immediate value to wider teams using the data they can, or should, collect via their mobility technology or vendors. For example:

  • Diversity & Inclusion — Does your D&I team know your mobile population in terms of gender? Location? Policy? Job grade? Even these simple data points, commonly gathered through the relocation and immigration process, can tell a strong story about how different employee groups are developing their careers through mobility.
  • Recruitment — Business lines spend days planning headcount budgets for upcoming periods but rarely factor in relocation or assignment costs. If you could demonstrate that 35% of headcount in the last three years came from 100-500 miles away, at an average cost of $12,000 per candidate, would this help shape budgets or recruitment experiences?
  • Talent Management — The positive impact of mobility experiences on developing junior talent into senior leadership is widely understood, yet few companies can quantify how mobility is being used at different levels of the organization. This data is easy for mobility to collect by recording job grade and reason(s) for moving as part of the move initiation process.

Connect the dots between your HR systems

Often, Mobility teams are collecting vast amounts of data - demographic details, operational effectiveness data, powerful financial analytics - without even knowing it, due to the fact that this data sits across multiple systems with no common identifiers.

Connecting your HR and vendor systems - either through direct integrations or simple export/upload exercises - not only drives significant efficiency, but also unifies data into a consistent set and enables stories to come to life.

For example:

  • Connecting your HRIS and relocation vendor systems in your mobility technology will mean you can look at exception rates per business unit, job grade or region, and easily spot where your policy isn’t being applied consistently.
  • Connecting your immigration vendor system with your ATS through your mobility technology can help you factor in visa processing times with your candidate experience.

Be part of the project

Mobility should be a workstream within any HR Transformation project, with the mobility team participating in the planning, scoping and execution. This ensures that the nuances of mobility are taken into account - for example, ensuring a rotational assignee record can easily be identified in your HRIS.

Push the conversation — and come bearing gifts

Chances are Mobility teams will need to make the first move. Coming to the table with data — ‘What if I could tell you that only 2% of our mobile population are non-white?’ — will help to showcase the story that mobility can tell across wider HR functions, and help to foster collaboration.

These steps are all within the grasp of most Mobility teams today. Connecting Mobility with wider HR will start building the foundation for future collaboration, as both your mobility program and your wider HR functions mature and transform.

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