29 Jul HR and Global Mobility Budgets: How to Do More With Less

In 2025, human resources leaders and global mobility managers face a common challenge: flat budgets colliding with rising expectations. Recent industry reviews indicate that six in ten HR leaders anticipate no increase—or even a decrease—in funding this year. At the same time, the cost of relocating employees, managing visas, and ensuring compliance continues to climb.

For many companies, this is no longer just an HR problem or a mobility problem. It is a shared reality that demands closer collaboration. To attract talent, deploy them across borders, and keep them engaged, HR and mobility must plan budgets together.

Budgets under pressure

The HR budget remains the cornerstone of workforce management, covering salaries, benefits, training, and employee wellbeing. But rising operating costs, geopolitical instability, and economic uncertainty have eroded its reach.

Mobility teams face similar constraints. Relocation expenses—from shipping household goods to securing temporary housing—have surged during peak moving seasons. Visa processing fees and immigration delays add to the financial pressure.

Flat budgets, however, do not translate into lower expectations. Organizations still expect HR to deliver talent, sustain engagement, and maintain compliance. Meeting those demands requires smarter planning and tighter coordination with mobility functions.

Where HR and mobility overlap

For multinational companies, HR and global mobility intersect in three critical areas:

• Talent acquisition and relocation: Budgets must cover not only recruitment but also moving costs, remote setups, and visa fees. 
• Learning and development: Upskilling is most effective when aligned with mobility strategies, preparing employees for assignments abroad. 
• Compliance and risk management: As employment and tax laws evolve, both HR and mobility share responsibility for funding systems and vendor support that keep organizations compliant. 

Workforce costs no longer stop at the office door—they extend across borders and travel with employees.

Smarter budgeting methods

To stretch limited resources, companies are adopting more disciplined budgeting approaches:

• Zero-based budgeting requires every HR and mobility expense—from recruitment ads to immigration lawyers—to be justified from scratch each year.
• Flexible budgeting allows adjustments midyear, useful when visa costs spike or unexpected relocations occur.
• Scenario-based budgeting models “what-if” outcomes—such as sudden talent shortages or global expansion—helping organizations prepare for disruptions before they arrive.

These approaches ensure HR and mobility leaders can adapt together rather than scramble separately.

Workforce planning as a unifier

Case studies highlight how HR development and mobility execution reinforce each other when aligned:

• Amazon reportedly uses demand forecasting not just for retail peaks but also for logistics relocations, ensuring staffing costs and mobility needs stay balanced.
• Discover Financial Services invested in upskilling analysts, reducing reliance on expensive international hires.

These examples show how joint workforce planning allows companies to meet business goals while staying within budget constraints.

Technology and vendor support

Technology is helping HR and mobility do more with less. HR systems that once handled payroll now integrate analytics, compliance checks, and AI-driven workforce forecasting.

Platforms like Deel illustrate this evolution, offering Employer of Record services, visa sponsorship, payroll in 100+ currencies, and scenario-based workforce modeling. By outsourcing complex compliance work, companies can redirect budget toward strategic initiatives.

On the relocation side, tools such as TRC Global Mobility’s ReloSource provide real-time visibility into moves, allowing HR and mobility leaders to monitor costs and timelines in one place.

Shared platforms give both HR and mobility a single view of expenses, compliance, and employee experience—an increasingly important factor in identifying efficiencies.

Best practices for joint HR–mobility budgeting

Several steps help maximize constrained budgets:

• Align early: Build recruitment, relocation, and benefits into one integrated annual plan. 
• Leverage vendor partnerships: Outsource visa processing, payroll, or background checks to save internal resources. 
• Streamline tech stacks: Avoid duplicate HR and mobility tools; invest in shared platforms. 
• Support families: Allocating for spousal careers, schooling, and wellbeing reduces costly relocation failures. 
• Track ROI: Use data to show how mobility spending contributes to retention, expansion, and revenue growth.

The outlook: lean but coordinated

Few HR leaders expect budget increases this year. But by integrating HR and mobility planning, global companies can still meet workforce goals and deliver strong employee experiences.

Flat budgets do not have to mean flat performance. When HR and mobility act as one—sharing data, strategy, and technology—they can navigate constraints and remain competitive for talent.

For 2025, the lesson is clear: in a world of tight resources and high demands, HR and mobility must plan and spend together.