As we continue to navigate the COVID-19 crisis, we see accelerated changes in Global Mobility trends and practices in response to the new world of work’s evolving challenges. The results of Mercer’s 2021 Global Talent Trends study reveal that the top three HR priorities for the year are enhancing programs enabling employees to adapt to new ways of working, transforming the HR operating model to be more agile and speeding up HR digital transformation. Mercer’s mobility-focused research also supports these HR trends. Our 2020 spot survey, Mobility Trends Disrupted by the COVID-19 Crisis, shows that delivering more flexible work options (40%) and enabling remote/virtual assignments (37%) are among talent mobility managers’ top priorities. We see a growing appetite for greater personalization and employee value propositions that address the needs of different mobile employee groups.
Join Mercer’s 2021 Expatriate Management and Talent Mobility Conference to help you look ahead and reinvent the new normal by focusing on critical areas such as flex working, virtual assignments, the employee experience and planning for the future. This event will bring together mobility professionals worldwide to network, share experiences and hear from their peers about the global mobility dilemmas arising in the new shape of work. Client and expert insights, backed by Mercer’s extensive latest research into the most topical issues in global mobility, offer unique value for organizations trying to reinvent and future-proof their mobility functions. Let us help you stay ahead of the game and build sustainable futures.
Industry-driven agenda, including extensive highlights of Mercer’s latest research and flagship Mobility survey findings: Gain insight into the current industry trends, focusing strongly on digitalization and the most innovative tech tools.
Learn how Mercer’s mobility experts interpret current trends and get recommended actions for reinventing the mobility function for the new shape of work.
Case studies: Hear from companies about their experiences in managing talent during these challenging times. Learn how your peers have been handling the challenges of the new world of work.
Make the most of networking opportunities: Speak to your peers from multinational companies and Mercer’s mobility experts in an informal, technology-enabled environment.
Take part in the live benchmarking session to share your perspective, and receive our exclusive post-conference report to learn what your peers shared and how you compare.
Take advantage of the complimentary latest executive summary survey, which reveals how 200+ multinational companies from all over the globe have been handling international remote working and virtual assignments.
Participating in our interactive virtual event is cost-efficient and easy to fit into your busy daily schedule. Additionally, EIP and APM package holders are entitled to free seats as part of their broader package offering (learn more here), and we also welcome our EEPF members free of charge.
*Times are in European Time (CET)
9:35 am – 10:35 am | Plenary Session 1 | Global mobility in a new era
Jean Martin – Mercer
Susanna Warner-Corbacho – Schneider Electric
Karen Welch – Publicis
Flexibility, employee experience and well-being, technology — we have been talking about these topics for years. There is, however, a considerable difference between musing about new ideas or gradually rolling out new policies and being forced to implement drastic measures at short notice to ensure business continuity and employee safety. This urgency has forced HR teams and mobility professionals, in particular, to move out of their comfort zone, be more agile and work more creatively with other functions.
Organizations are now preparing for a new normal. The aftermath of the crisis will have long-lasting effects on mobility management. The question is not so much if we will have less mobility, but what new forms of mobility and new practices will emerge from this crisis. Even if mobility professionals are still looking for a sense of direction, new patterns are emerging.
10:45 am – 11:15 am | Plenary Session 2 | Working from anywhere: Practical steps to implement successful international remote working programs
Michael Grover – Mercer
Helene Mottais – Allen & Overy
Susanna Pelttari – Spotify
The debate about remote working that took HR by storm in 2020 remains a top priority for HR and mobility teams in 2021. At an international level, mobility managers ponder whether “virtual assignments” will be replacing traditional expatriate assignments.
Companies are making progress on implementing new guidelines, but the debate remains confusing. The lack of clear definitions is adding to this confusion. Some companies have been making promises about the possibility of “working from anywhere.” At the same time, employees who have been working remotely for months increasingly expect more flexible working arrangements. Faced with this rapid evolution, HR professionals sometimes struggle to keep pace. How can we make international remote working work?
11:15 am – 12:00 pm | Breakout Session 1
Managing international hires, permanent moves and local approaches
Organizations are increasingly relying on international local hires — foreign or non-local employees hired outside of the country of employment to work on a usually open-ended employment contract.
The growing diversity of the assignee workforce, the segmentation of assignees, and the imperative to contain costs have led many companies to look for alternatives to traditional long-term expatriate assignments. These alternatives include introducing more permanent moves and switching compensation approaches from a home-based to a host-based/localization approach.
Building a diverse and inclusive mobile workforce in a new era
Building a diverse workforce of international assignees is not only a question of fairness; it also leads to greater diversity at managerial levels and the broader perspective that comes with it. One barrier to diversity and gender parity in senior management is the lack of candidates with relevant experience. A significant roadblock to gaining this experience is missing out on international assignments.
Despite clear signs of progress, we are still a long way from gender parity in the mobile workforce, and progress on the overall diversity question remains too slow. While it is too early to assess the full impact of the pandemic and subsequent economic crisis on diversity, fear is mounting that progress in gender parity and diversity could stall or even move in reverse. As companies reinvent themselves to thrive in the new normal, management and HR need to reflect on the impact of new ways of working on all employee groups. Mobility professionals need to contribute to this debate and work closely with diversity and inclusion teams.
Retention is not driven purely by pay. Organizations need to put more emphasis on the needs of the whole person. The crisis has spotlighted employee health issues, but the concept of well-being goes beyond healthcare considerations and is not just a priority during emergencies. Employee well-being also encompasses mental health, social well-being and financial well-being.
The new world of work requires new forms of social interaction, inclusion and support for mobile employees. The question of the productivity of the remote workforce will partly depend on companies’ ability to foster employee well-being.
12:10 pm – 12:40 pm | Plenary Session 3 | Policy flexibility in practice (assignee packages)
Vladimir Vrzhovski – Mercer
Frederik Pieterse – SABIC
The fast evolution of assignee demographics, assignment patterns and technology is increasingly prompting mobility managers to address the question of flexibility in mobility programs and consider the adoption of “cafeteria models,” allowing assignees to select mobility package options. At the same time, many are concerned about compliance issues and have doubts about the practicalities of implementing a fully flexible approach. What options are available? How flexible can a company be without jeopardizing the consistency of its mobility program?
*Times are in European Time (CET)
9:35 am – 10:35 am | Plenary Session 4 | Interactive benchmarking session
Anne Rossier-Renaud – Mercer
Dunia Pavlovic – Mercer
This interactive session will provide an opportunity for participants to benchmark themselves against their peers and receive detailed input on current hot mobility topics.
10:45 am – 11:15 am | Plenary Session 5 | Compensating mobile employees in a new era
Narcisa Chelaru – Mercer
Patrick Hepplewhite – PMI
The scope of global mobility is rapidly shifting from expatriate management to a more comprehensive vision of talent mobility. Assignee compensation management needs to follow this evolution. How do we redefine the concept of pay equity when managing mobile employees and remote workers? Clear logic and principles are required to navigate the meanders and gray areas of compensation for new types of assignments.
11:15 am – 12:00 pm | Breakout Session 2
You can have the best policies and still fail to connect with the aspirations of your employees. “Know your customers” is the motto of all businesses, and HR teams managing international mobility employees cannot escape that rule.
It is not always possible to address the needs of every individual in the organization. Still, companies can follow a structured and empathic approach to understand the subjective experience of specific employee groups. Understanding the expectations and needs of the most crucial groups in the mobile workforce is the first step to creating a better mobility experience for all employees and ensuring their well-being.
Assignee purchasing power
During a crisis, mobile employees don’t need financial worries on top of health and safety concerns. Exchange and inflation variations are affecting their pay and savings. Are there any ways mobility practitioners can reinvent their own tools of trade to mitigate these issues? There is more to expatriate compensation than just covering relocation expenses and adding a few allowances to the base salary. When managing a mobile global workforce, mastering the complexity of the global compensation landscape means juggling multiple compensation approaches, and companies need practical solutions to address the old and newly arising issues of compensation, equity, purchasing power, etc.
In less than a year, HR digitalization has moved from being a buzzword to a lifeline for businesses and employees. People initially reluctant to use technology have adopted new tools in their daily lives for work and for interacting with each other, shopping and getting things done. This has created new employee expectations that can’t be ignored.
On the business side, technology is no longer a nice-to-have — it has become a vital resource for international HR teams trying to collaborate, exchange data, track internationally mobile employees and assess compliance issues. How do you build successful business cases and ensure a smooth implementation?
12:10 pm – 12:40 pm | Plenary Session 6 | Reinventing the mobility function: Upskilling and reorganization
Christof Ternes – Mercer
Markus Kurth – Mercer
Jannin Duijn – Mercer
Constanze von Braun – Wilo
Traditional relocation concerns have given way to a more complex talent-brokering challenge in the context of globally distributed workforces. Just as assignees must adapt to such challenges as upskilling, flexible working, gig working or working from home, HR professionals must also adjust their work practices. Mobility and international HR teams will need to review and rethink their work culture, organization, work setup and tools. They will also have to upskill themselves and learn to play a more significant role in compliance management. A variable which influences the necessary skill set and organizational setup the most is the operating model. Therefore, defining the service portfolio and roles of the mobility and international HR teams is one crucial step for reinvention.
Head of Global Mobility Policy
Philip Morris International
Patrick has a 25 year career in HR and Mobility, covering roles at Andersen, UBS, Citigroup and HSBC. Currently he heads the Philip Morris International GM Policy Team helping to drive the transformation of GM at Philip Morris Inc.
Head Global Mobility
Andrea is an experienced global mobility expert currently responsible for leading the Global Mobility Program and Team at Schindler. She has over 15 years of global mobility exposure with several large blue chip corporations in various countries, covering different sized and complexity mobility programs. Andrea is also highly experienced in mobility transformation and restructuring, policy and process design and redesign.
Manager Global Compensation, Benefits & Mobility
Janneke Modest is currently the Manager Global Compensation, Benefits & Mobility at Hapag-Lloyd AG in Hamburg where she guides internal stakeholders and colleagues transferring cross boarder for the Hapag-Lloyd organization. She has a professional education in forwarding & logistics and holds a Bachelor’s Degree in Business Administration & Psychology.
Hélène has been leading the global mobility function at A&O for 15 years focusing on both operational and strategic aspects. Hélène is French and has lived in France, the UK, Hong Kong and Morocco.
Senior International Mobility Manager
Tim started his career in 2008 as a tax consultant with EY Amsterdam at its Global Mobility department, advising international companies on mobility-related topics ranging from tax and social security to immigration.
Subsequently, Tim took up the role of in-house mobility advisor with Vanderlande Industries, a company just starting to develop an international mobility program, with roughly 25 assignees (mainly from the Netherlands). Currently, as Senior International Mobility Manager, Tim is responsible for Vanderlande’s global assignment population, compliance, assignment policies and its processes, managing around 350 assignees globally.
Tim graduated from Tilburg University with a master’s degree in tax law.
Senior Manager, Global Mobility
Susanna is Global Mobility professional with 20 years of experience and is currently heading Spotify Global Mobility Program. Prior joining Spotify she worked at Nokia, EY and Skanska in various global mobility roles.
Susanna has been truly globally mobile both professionally and personally throughout her career. She has lived and worked in Finland, Singapore, India, China, Mexico and she is currently based in Stockholm.
Head of Global Mobility
Frits is currently heading SABIC Global Mobility function and is located in Dubai since November 2012. Frits studied Tax Law at Tilburg University in The Netherlands and started his career with the Dutch Inland Revenue. Previous to joining SABIC, Frits was Director Tax in the Expatriate Tax practice of KPMG.
In his younger years Frits played football, but nowadays enjoys watching. In the weekends Frits loves to bike across Dubai.
Constanze von Braun
Senior Expert Compensation & Benefits
Working since 2013 in the HR department of the Wilo Group, mainly as a Senior Expert Compensation & Benefits. Since end of 2020 also responsible for Global Mobility at Wilo.
VP Global Mobility, Continuous Listening and Employee Engagement
Susanna Warner-Corbacho has been working in the Global Mobility and Human Resources area for 20 years. She joined Schneider Electric in 2017 to lead the Global Mobility function and recently expanded her role to cover Continuous Listening and Engagement.
Prior to joining Schneider Electric, Susanna was Group Head of International Mobility in AXA and in Lafarge. She also held other HR positions, setting up an internal Talent Acquisition function in the Investment Management business in AXA and leading Career development for support functions in Lafarge. A British national, she relocated to Paris early in her career during 2000 to become a tax consultant with Arthur Andersen.
Senior Vice President, Global Mobility
Karen Welch is the Senior Vice President, Global Mobility for Publicis Groupe, the world’s third largest communications company with over 80,000 people working in more than 100 countries. Karen’s 25+-year career in global mobility program leadership and development spans the communications, media, information technology and financial services industries. Karen and her team are focusing on delivering outstanding service, adapting mobility programmatic support to meet evolving needs, and freshening mobility policies. Karen and her family live outside of Boston, Massachusetts.
Senior Partner, Career Europe Leader
Kim has been with Mercer since 2001 holding a number of global and regional positions in the Mercer Career business. Kim has extensive knowledge about the client management, sales and business development business. During Kim’s Mercer career, he has worked on several M&A deals as well as on numerous Product Management, Transformation and Innovation initiatives.
Before joining, Kim worked for IBM as a Client Manager and Senior Analyst for International Data Corporation.
Kim holds a Master's degree from Copenhagen Business School, Denmark.
Since joining Mercer in 2016, Marcel has combined his executive management experience with consulting skills in his role as senior consultant. He has worked with a wide range of clients on expat benefits and mobility management.
Marcel holds two master degrees: in civil law (1982) and in international public law (2003). He also has post-graduate diplomas in tax, social security and labour law.
Narcisa is a senior principal, leading the Global Mobility area in Switzerland. She also co-manages the European Expatriate Policy Forum – one of Mercer’s longstanding global mobility roundtables in Europe and speaks regularly at global mobility conferences and events.
Partnering with leading multinationals in Switzerland, and part of the European Global Mobility Centre of Excellence, Narcisa’s current focus is on consulting within all areas of global mobility. Specifically, she provides advice and support with mobility strategy and policy design, as well as mobility priorities including digitalisation, talent management integration, international employee experience, benchmarking as well as data provisions tailored for various types of globally mobile employees.
Narcisa holds a bachelor’s degree in business administration and a master’s in international human resource management.
Narcisa speaks English and Romanian, and has a good command of Spanish and Greek.
Senior Associate, HR Transformation
Jannin is responsible for HR Transformation consulting with focus on the design of state-of-the art HR organizations (TIM & TOM approach) and process design. Jannin has 5+ years of experience in HR Transformation in an internal HR function (HR Manager) as well as a consultant supporting clients in their transformation.
Global Mobility Practice Leader, UK&I
Kate is a senior principal at Mercer and the firm’s Global Mobility Practice Leader for the UK and Ireland. Kate has worked in professional services organizations for over 20 years, supporting multinational clients with the management of their internationally mobile workforces. Kate has advised clients with operations worldwide, and across a wide variety of industries including technology, luxury goods, mining, FMCG, life sciences, E&C and professional services firms.
Kate holds a bachelor’s degree in history and English literature from the University of Melbourne, and a graduate diploma in human resource management and industrial relations from RMIT. Kate has lived and worked in Australia, Ireland and the UK.
Based in London, Michael is a principal in Mercer’s Career business with over 13 years of global mobility operations and consultancy experience.
Prior to joining Mercer, Michael spent 6 years in EY's Assignment Services team where he supported and advised on clients’ mobility programs, including in-house secondments to Electrolux and Lloyds Banking Group.
In his current role, Michael manages a portfolio of multinational clients providing guidance and support in the areas of expatriate compensation and policy and program design. He also leads the delivery of Mercer’s Global Mobility client training.
Michael holds a bachelor’s degree in European politics and Spanish from Cardiff University. In addition to Spanish, Michael also speaks German, Portuguese and French, and is currently learning Dutch.
Partner, Mobility Practice Lead Central Europe
Ulrike joined Mercer in 2013 and is based in the Hamburg office. She works with large and complex global organizations in the area of global mobility; she has led multiple global mobility strategy, policy and benchmarking projects.
She brings both extensive consultant knowledge (Mercer and Big4) and in-house global mobility experience from various roles and across a wide range of industries.
Managing Consultant Global Mobility
Markus has over 11 years of global mobility experience from different in-house roles in various industries in Germany. In addition to consulting of assignees, in-house HR departments and business functions, Markus has led various strategic projects within HR and global mobility.
Brigitte is a certified lawyer. Prior to joining Mercer, she passed an apprenticeship in the Council of Europe, worked in the HR and Legal Department for a multinational logistic company in Asia and worked for KPMG as well as former ORC Worldwide for several years. She has more than 10 years of experience in Global Mobility Consulting, leading several projects in the field of international assignments.
Senior Partner, Global Head of Product, GBS and Career
Jean is Mercer’s Global Product Leader, GBS and Career. She joined Mercer in 2018 from Gartner and Corporate Executive Board, where she spent 22 years building businesses focused on innovation in HR skills, process and technology. She also has a background in analytics, econometrics and machine learning; she is applying them actively to modernize Mercer’s extensive array of products and solutions for the future of work.
Prior to her role at Mercer, Jean worked in public policy in the White House for President Bill Clinton, and for Housing and Urban Development Secretary Andrew Cuomo as a Presidential Management Fellow.
Principal – Talent Mobility Practice
Olivier Meier is a principal in Mercer's Talent Mobility practice and has 20 years of experience in Global Mobility and international talent management. Based in Munich, he is currently working on the development of tools and solutions to compensate internationally mobile employees.
In his previous roles, Olivier has worked on mobility solutions for the emerging markets. He has also managed mobility consulting projects for multinational companies based in the UK and led business development efforts for mobility products from Mercer's office in Geneva. His research and consultancy work covers all aspects of global mobility and, more specifically, international mobility strategy development, assignee compensation models, and mobile talent management.
The focus of some of his recent projects was on identifying new mobility management trends, fostering mobile talent diversity, developing international talent pools as well as on addressing practical issues related to assignee compensation models and virtual assignments. Articles from Olivier about talent mobility can be found at https://mobilityexchange.mercer.com/
Senior Employee Research Consultant
Dunia is a senior employee research consultant in Mercer’s Employee Experience and Engagement UK and Europe Practice. She has a background in experimental psychology and works with international clients to strategically design and evolve their employee listening programs to drive employee engagement and organizational performance.
Regional Mobility Leader, APAC
Julia has 10 years of experience in supporting clients with the development of effective solutions for cross-border talent management. Based in Singapore, Julia is the Regional Mobility Lead for APAC. In this role, she engages with companies in Asia helping them to balance various priorities when it comes to talent mobility. In particular, Julia helps clients to upgrade or adapt their talent mobility programs especially in light of the COVID-19 pandemic and the resulting economic impact on mobility talent priorities.
Julia holds a Diploma of Business (Human Resource Management) from Swinburne University of Technology, Australia. She also received a bachelor’s degree in social psychology, from the Russian Slavic University.
Principal, Specialties Growth Leader
Alana leads Growth for MMB’s specialty propositions, which includes the MMB UK International business. She is also a wellbeing advocate for Mercer UK. Alana has worked in Mercer for over 9 years.
Senior Mobility Consultant
Kati is a senior consultant in the Career Central Europe business and member of Mercer’s Mobility Team, located in Zürich/Switzerland. She has 15 years of experience in global mobility operational management. Her areas of expertise are mobility and related interdisciplinary projects, including extensive policy design and development.
Talent Mobility Principal, Global
Anne is a senior consultant in Mercer's Career Mobility Global Business Solutions. She provides thought leadership into the development and enhancement of global mobility products and solutions, and leads Mercer Global Mobility policies and practices benchmarking surveys. She also product manages Mercer Global Mobility International Compensation calculators.
She has worked with Fortune 500 firms such as Volvo, Bayer, Lafarge, Nokia, Solvay, BASF and Bombardier, as well as with emerging multinational firms around the globe.
Prior to working in the Global Mobility unit, Anne was a human capital consultant specializing in global job levelling using Mercer's IPE methodology and local compensation analysis for major firms globally.
Anne is based in Geneva, Switzerland.
Diversity, Equity and Inclusion Lead, UK
Michelle is a Principal and Mercer’s UK Diversity, Inclusion and Analytics Lead, based in London. Michelle created and leads the Diversity and Inclusion client offering for the UK, and works with a wide range of clients helping organizations achieve a talent advantage through people.
Michelle currently also advises Mercer UK’s Executive Leadership Team on their internal D&I strategy.
Senior Consultant – Global Mobility
With more than 20 years of experience in Global Mobility, Christof has worked for more than 17 years in various positions of global mobility management in a multinational company. During his in-house work, he has led co-sourcing initiatives, revised and implemented the global mobility policy and provided technical support for the introduction of a Global Mobility Shared Service Center. Prior to joining Mercer, he had global responsibility for policy design and governance as well as relocation and assignment management services.
Global Mobility Product Solutions Leader
Yvonne is Mercer’s Global Mobility Product Solutions Leader. In her role, she works closely with Mercer regional mobility leaders. She leads the European Mobility business and work with multinational companies in resolving international assignment management issues and challenges.
With more than 20 years of experience, Yvonne has been instrumental in driving and supporting Mercer geographic regions, particularly in EMEA and APAC.
She played a key role in the development and design of international compensation solutions for a number of leading firms in Europe and Asia. She is a regular speaker at Mercer's Expatriate Management seminars and conferences.
Global Mobility Lead – Middle East and Africa
Based in Dubai, Vladimir is leading Mercer's Global Mobility Practice for the Middle East and Africa region. He supports clients in the field of program and policy design, talent strategy and mobility compensation solutions.
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