23 Jan Just Like in Sports, the Global Mobility World has its MVPs

Global mobility managers wear many hats when recruiting talents. There are various administration tasks they must do, because no global mobility professional can do it alone. They have partners. They are called MVPs or Most Valuable Partners (MVPs) in the global mobility world. MVPs are those who join the global mobility industry to help assignees succeed in their long-term job assignments.

As Relocate Magazine notes one interesting trend when it comes to these roles, “…in-house expertise and outsourced vendors enmeshed as one team “is as strong as ever,” leaving vendors who focus on transactional relationships only potentially locked out.”

Contrast that with the aforementioned “vendors” who function as mere suppliers who simply deliver services and get paid; unlike the MVPs, they have no enduring stake in the partnership and hop from one client to another.

The following MVPs, though, tell a different story. Global mobility managers who establish ties with them from the beginning rely on them for a variety of continuing services that equip the assignee, empower the organization as a whole, or both. They function as support systems, coaches, troubleshooters, advisers, and friendly forces all rolled into one.

The more progressive human resource consultants

These are not in-house personnel managers who simply watch over an assignee’s performance and implement their compensation and benefits package.

These are the more forward-looking organizational development experts, who have a solid background in people management, and who always keep an ear to the ground to advise which trends the company must follow.

For example, they are the ones who champion inclusivity in the workplace and are coming up with strategies to empower the various kinds of minorities. They are always pushing the glass ceiling to expand the role of the women in the company, and see to it that their career development is equal to the men. However, they are not just advocates but are strategic leaders who can back up their causes with statistics and studies proving that change in these areas are advantageous to the organization.

Redefined network

Their network has been redefined to include not just the transport system but the corporate housing sector. That’s why global mobility managers always call on these MVPs to check if the assignee is happy in their new living spaces.

Global mobility managers will always be consulting with these partners especially as assignees come in and out of the organization throughout the year. The work of relocation companies do not end once the assignee has been safely moved, with all their belongings and other precious items, to their new home.

Relocation companies are always sensitive to the assignee’s needs and meet their requirements, as any frustration or disappointment developed during the shift can affect their work.

Sometimes, they innovate if it means a new burst of productive enthusiasm for the assignee. For example, California Corporate Housing redesigns furnished apartments or paints on accent walls to reflect the look and ambience of an assignee’s home decor tastes.

Lawyers with various competencies and knowledge in a lot of legal disciplines, including but not limited to taxation and immigration

The global mobility manager will always be consulting with their lawyers, both on the national and international levels.

Policies on compensation deductions, taxes on benefits, and the assessments of foreign visas can change suddenly, thanks to an economic development,a  new law or a change in government administration.

While it is the job of the global mobility manager to stay on top of things, and manage the way these changes impact their assignees, recognizing the nuances of agreements and spotting important things on the fine print can prove to be challenging. That’s why they need these lawyers as their allies and always within their reach.