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People Mobility Lunch & Learn

Daniel Zinner, Global Mobility Thought Leader, initiated and hosted the first in a new series of People Mobility topics. Together with an expert panel from AIRINC, BDO and Noah Mobility the group discussed and shared insights on #WorkAnywhere.
The pandemic has presented opportunities and challenges for employees and employers alike. Forced to work in alternate places, employees have realised that Working from Anywhere can be convenient, giving them more freedom in where and how they work.
Employers have seen opportunities to increase access to a wider talent pool and drive cultural change, but also implications in terms of structuring their mobility programmes compliantly, whilst employees’ needs into consideration.

Main findings

  • People see massive opportunities for flexibility on combining or merging work, living and leisure places
  • New global talent pools and hiring practices are the main advantages for companies
  • Regulatory compliance requirements need to be considered holistically
  • Corporations need to react with consistent internal communication & policies on what is possible and what not
  • Technology-based service provision and service provider techintegration is demanded by corporations
  • Sustainability in people mobility and how to reduce carbon footprint is on the agenda of many HR departments

Corporate Focus

Many companies are reviewing their policies to ensure they are flexible enough to work for all individual circumstances, taking diversity and inclusion into account. At the same time, it was noted that they need to focus on core requirements, such as immigration, to remain compliant. Simplification and flexibility were felt to be key; providing a balance between the structure needed to operate a successful approach with adaptions for country-specific requirements. It was agreed start-ups can afford to be more flexible and may start with a set of guidelines only.

Pay scales were also identified as another important factor: should the employee be on a home, host or global pay scale? Setting up a Global Employment Company could be beneficial for those companies with the necessary scale.

Service providers can help support the process. Having local Consultants on the ground in the respective country is always good while digitalisation helps make workflows easier to deal with. Technology can also be used for the “softer topics” to help give more ownership to employees, in terms of identifying their own needs for the move.

Lump sums have traditionally been used for relocation costs such as shipping and can be used in the same way to support remote work, particularly when at the company’s request. They remove the complexity of administering different payments and provide flexibility to the employee. However, it was noted that setting the right amount is key, for example by using a lump sum calculator tool. Also, communication is key, in terms of explaining what the lump sum is, and is not, terms of explaining what the lump sum is, and is not, intended to cover.intended to cover.

Taxability of the lump sum depends on how it is delivered. Cash allowances are much more likely to delivered. Cash allowances are much more likely to be taxable to the employee. As an alternative, a be taxable to the employee. As an alternative, a managed cap can be used, allowing the employee to managed cap can be used, allowing the employee to draw down benefits against a budget. This can reduce draw down benefits against a budget. This can reduce the tax burden, but increase the administration the tax burden, but increase the administration required.

There is a trend towards provider integration, both vertically and horizontally, to build services around the vertically and horizontally, to build services around the needs of the customer and make the customer needs of the customer and make the customer experience as smooth as possible.experience as smooth as possible.

Individual Focus

There are now more opportunities available to work remotely for large, multinational companies.

There is also a growing trend for start ups, digital nomads and freelancers to choose where they want to work and live, as they can provide services from anywhere. Private individuals are also considering a change in lifestyle: choosing to work in their garage or basement, and no longer in an office building.

Where people choose to work and live often depends on their individual profile and stage of life.

Moves may be company or employee initiated. Whether you move internationally or domestically, cost of living is key. Individuals should consider whether they can afford to live (as well as work) anywhere. Will the company pay for phone calls, internet and
printing whilst working from home? Contrary to assignments, housing is not paid for by the company in most remote working arrangements.

Compliance Considerations

Companies are now having to put processes in place regarding remote work to ensure compliance whilst considering requirements such as employment regulations, immigration, Permanent Establishment, personal income tax and social security.

An example was shared where an employee moves from Germany to a foreign country and works from a home office in that country. This presents the employer with potential Permanent Establishment, wage tax and social security withholding and filing obligations at host. The employee might have a tax returns filing obligation in the other country. From the German perspective, the employee’s income may be
exempt from payroll, but they could still be covered by the German social security system, so a detailed risk and compliance analysis would need to be undertaken.

The concept of Employer of Record provides a lot of flexibility in terms of aligning individual requirements and corporate constraints. An Employer of Record acts as the surrogate employer managing all the
compliance requirements.

There is no single most important compliance consideration; all aspects need to be reviewed together. A provider can help navigate the potential pitfalls and level of flexibility that can be offered in each individual case, so that HR, the business and the employee are all aware.

For more information, please contact
Daniel Zinner, Moderator, daniel@zinner.io
Mira Pathak, AIRINC, mpathak@air-inc.com
Sevim Weller, BDO, sevim.weller@bdo.de
Thomas Szoeke, Noah, thomas@noah-mobility.us

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Anas Abdi

Business Development Manager

Anas has a background in economics and discovered his passion for the Global Mobility industry a few years ago. With experience at a Big Four, he brings valuable expertise as a consultant. At PMA, he will support the streamlining of our operations and contribute to growth through his active role in sales and business development.

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Alexia Schmolling

Head of Operations & PMA Academy Lead

Alexia is a Project Consultant who joined the PMA in 2024. Her focus lies on international HRM, expat management and mental health. She is responsible for content and partner management, and brings valuable insights from her international experience.

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Ayesha Khan

Marketing & Event Manager

Khan is a data-driven marketing professional with expertise in performance marketing, analytics, and digital strategy. She focuses on optimising marketing campaigns, enhancing audience engagement, and driving business growth. With a background in Marketing
and Finance, Ayesha leverages data insights to develop effective strategies and deliver measurable results. She is currently pursuing her MSc in International Information Systems at FAU in Germany, integrating technology with marketing to drive innovation
and growth.

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Mira Pathak

Co-Founder

Mira currently works for AIRINC in Germany and has been working in Global Mobility since 2006. Of German-Indian origin, she has lived and worked in different countries but spent the majority of her working life in London before moving back to her native Germany in 2019. She believes that personal connection and experiences are the key to successful business interactions. And that even in business, it’s the person behind the employee that makes all the difference.

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Stefan Remhof

Managing Partner

Stefan joined the People Mobility Alliance at the beginning of 2023. He brings valuable insights into the academic side of People Mobility into the Alliance. Together with co-founders Daniel and Mira he is part of the PMA Management team.

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Daniel Zinner

Co-founder

Daniel is a global workforce consultant, podcaster and investor. Cultural diversity and global collaboration have been his passion for more than 20 years. He has worked in Global Mobility for various corporations in many different countries, but is currently based in Berlin, where he enjoys the city’s creativity, diversity and open mindset.

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International Talent Development

International talent development faces challenges like cultural differences, language barriers, and varying educational backgrounds, which affect training and communication. Aligning development programs with local norms while maintaining global standards is difficult. Differences in work ethics, leadership styles, and career expectations complicate talent retention and growth. Additionally, logistical issues like time zones and technology access can hinder the implementation of consistent development initiatives.

Our consulting approach on international talent development involves creating tailored strategies that respect cultural differences and align with global business goals. This includes designing cross-cultural training programs, leadership development initiatives, and succession planning. Our consultants address language barriers, diverse learning preferences, and varying educational backgrounds. They also advise on retaining top talent, ensuring global consistency in skills development, and leveraging technology to deliver effective training across regions.

Change Management

HR change management faces challenges like employee resistance, where fear of the unknown or discomfort with new processes can hinder acceptance. Communication breakdowns can lead to misunderstandings and decreased morale. Aligning leadership and getting their buy-in is critical but can be difficult. Managing the pace of change to avoid overwhelming staff, addressing skill gaps through training, and maintaining productivity during transitions are also significant hurdles. Additionally, measuring the effectiveness of change and making necessary adjustments is an ongoing challenge.

Our consulting approach on change management involves guiding organisations through transitions by developing strategies to address resistance, ensuring clear and consistent communication, and aligning leadership with change objectives. Our consultants design tailored training programs to close skill gaps and support employee adaptation. We help manage the pace of change to minimize disruption, maintain productivity, and implement metrics to measure success. Continuous feedback and adjustments are made to ensure a smooth and effective transformation.

Global Mindset

The challenges of a global mindset include navigating cultural differences, language barriers, and varying business practices, which can lead to misunderstandings and conflicts. Additionally, managing diverse teams requires sensitivity and adaptability to different communication styles and expectations. Balancing global strategies with local needs can be complex, and staying informed about international regulations, economic conditions, and political climates adds further complexity to decision-making processes.

Our consulting approach on global mindset involves guiding organisations to embrace cultural diversity, fostering cross-cultural communication, and aligning global strategies with local practices. We help teams to navigate international markets, adapt to varying regulations, and manage diverse teams effectively. Our consultants also emphasise the importance of cultural sensitivity, inclusivity, and adaptability in leadership to ensure successful global operations and sustainable growth.

Global Workforce Management

Global workforce management faces challenges like cultural differences, varying labour laws, time zone coordination, and communication barriers. It also involves managing remote teams, ensuring consistent training, addressing different work ethics, and navigating political and economic instability.

Our consulting approach helps to balance global policies. This involves advising on cross-cultural communication, aligning global and local HR policies, and navigating diverse labour laws. Our team offers strategies for managing the complexities of remote teams, optimising talent acquisition, and ensuring compliance with international regulations. Our consultants also address challenges in employee engagement, leadership development, and compensation strategies. We help organisations to effectively manage a diverse, global workforce while maintaining productivity and cohesion.

Expat Wellbeing

Expat wellbeing faces challenges such as adapting to new cultures, managing isolation, and balancing work-life dynamics in an unfamiliar environment. Expatriates often struggle with the loss of familiar social networks, language barriers, and cultural differences, which can lead to stress and burnout. Ensuring mental and physical well-being while navigating different healthcare systems and support structures adds complexity to the expatriate experience.

Our consulting approach on expat wellbeing focuses on providing comprehensive support to ensure expatriates thrive in their new environment. Our consultants offer resources and training to enhance cultural adaptation, promote mental resilience, and improve work-life balance. We help organisations implement wellness programs, foster strong support networks, and establish open communication channels. This approach strengthens expatriate well-being, increases job satisfaction, and enhances overall performance abroad.

Global People Collaboration

Global People Collaboration faces challenges such as coordinating across time zones, overcoming language barriers, and aligning different work styles and cultural expectations. Teams often struggle with maintaining clear communication and fostering trust in remote, cross-border environments. Misunderstandings can arise due to cultural differences, which may hinder collaboration and decision-making. Additionally, managing virtual teams can complicate relationship-building and team cohesion, leading to a lack of engagement and reduced productivity.

Our consulting approach to global people collaboration focuses on helping organisations enhance communication, trust, and teamwork in multinational environments. Our consultants provide training on effective virtual collaboration, cultural sensitivity, and inclusive communication strategies. We assist in developing processes that encourage knowledge sharing and cross-cultural understanding, ensuring that teams are aligned in their goals and can work efficiently across borders. This approach fosters stronger relationships, increases engagement, and drives productivity, creating a more connected and effective global workforce.

Sustainability

Sustainability faces challenges such as reducing environmental impact while maintaining operational efficiency, adapting to evolving regulatory requirements, and fostering a company-wide commitment to sustainable practices. Balancing short-term business goals with long-term environmental responsibility can be complex, as can tracking and measuring progress toward sustainability targets. Engaging employees at all levels to adopt sustainable habits and practices requires ongoing education and leadership support.

Our consulting approach on sustainability focuses on helping organisations integrate sustainable practices into their operations. Our consultants provide training on reducing environmental impact, optimising resource use, and meeting regulatory standards. We assist in developing sustainability strategies that align with company goals while fostering a culture of environmental responsibility. Through the learning of sustainable habits and continuous support, we help organisations track progress, engage employees, and achieve tangible sustainability outcomes.

Cultural Awareness

Cultural awareness faces challenges like overcoming unconscious biases and stereotypes that can hinder understanding and inclusion. Communicating effectively across different cultures can be complex due to language barriers and varying norms. Misinterpretations of behaviors or traditions may lead to conflict or offense. Integrating diverse cultural perspectives into decision-making can be difficult, and there’s the challenge of ensuring all employees feel respected and valued, which requires ongoing education and open dialogue.

Our consulting approach on cultural awareness involves guiding organisations to recognise and respect diverse cultural perspectives. Our consultants provide training to overcome biases, improve cross-cultural communication, and foster an inclusive environment. We help develop policies and practices that integrate diverse viewpoints into decision-making. Additionally, our consultants facilitate open dialogue and continuous learning, ensuring all employees feel respected and valued. This approach enhances collaboration, reduces conflicts, and supports a more cohesive workplace culture.

Local ecosystem connections

Local ecosystem building faces challenges like limited resources, including funding and talent, which can hinder growth. Fragmented networks and poor collaboration between stakeholders often lead to inefficiencies. There’s also a lack of trust and shared vision among participants. Regulatory hurdles and slow policy adaptation can stifle innovation. Additionally, small markets may struggle to attract investors and scale, while cultural resistance to change can impede progress.

Our consulting approach on local ecosystem connections involves helping organisations build and strengthen relationships within their community. Our consultants identify key stakeholders, such as local businesses, government entities, and nonprofits, and create strategies to foster collaboration and mutual support. We facilitate networking opportunities, promote knowledge sharing, and help align the organisation’s goals with community needs. Additionally, we assist in leveraging local resources, enhancing the organization’s reputation, and driving sustainable growth within the local ecosystem.

People-Focused Approach

A people-focused approach faces challenges such as balancing individual needs with organisational goals, which can lead to conflicting priorities. Ensuring consistent and fair treatment while accommodating diverse employee needs can be complex. Managing varying expectations and maintaining engagement across different personality types requires nuanced strategies. Additionally, measuring the impact of people-focused initiatives on overall performance and adjusting approaches based on feedback can be challenging. Ensuring resources are allocated effectively to support people-centered practices is also crucial.

Our consulting approach on a people-focused approach involves assessing organisational culture and individual needs to create strategies that prioritise employee well-being and engagement. Our consultants design tailored initiatives that align personal goals with business objectives, ensuring fairness and consistency. They facilitate effective communication, provide training, and support leadership in fostering a positive work environment. Our consultants also help measure the impact of people-focused practices, adjust strategies based on feedback, and optimise resource allocation to enhance overall effectiveness.

HR Digitalisation Project Implementation

Implementing HR digitalisation projects faces challenges like resistance to change, where employees may fear job displacement or struggle with new systems. Integrating new digital tools with existing legacy systems can be complex and costly. Ensuring data security and privacy compliance is critical, especially with sensitive employee information. Additionally, inadequate training and support can hinder adoption, while managing the project’s scope, budget, and timeline adds further pressure to successful implementation.

Our consulting approach on HR digitalisation projects involves addressing key challenges such as resistance to change by fostering a culture of openness and providing clear communication about the benefits and support available. Our consultants help ensure a smooth integration of new tools with legacy systems, minimising disruption and costs. We emphasise data security and privacy compliance, crucial for protecting sensitive employee information. Our effective training programs are designed to enhance user adoption, and consultants meticulously manage the project scope, budget, and timeline to ensure successful implementation.

Tech Vendor Screening

Tech vendor screening presents challenges like assessing vendor reliability, as companies must evaluate a vendor’s financial stability, reputation, and track record. Identifying the right fit requires aligning the vendor’s offerings with business needs, which can be difficult with technical complexities. Data security is a critical concern, demanding thorough scrutiny of the vendor’s security practices. Additionally, there’s the challenge of managing vendor lock-in risks and negotiating favorable contract terms.

Our consulting approach on tech vendor screening involves guiding businesses through selecting the best vendors by assessing their offerings, reliability, and compatibility with the organisation’s needs. Our consultants evaluate vendors’ financial stability, scalability, and long-term viability. We also ensure compliance with industry regulations, focus on data security, and mitigate the risk of vendor lock-in. Additionally, our consultants help align vendor choices with the company’s budget and growth strategies, ensuring a tailored, sustainable partnership.

Tech Vendor Selection

Selecting the right tech vendor poses challenges such as navigating a crowded market with numerous options, making it hard to distinguish between similar offerings. There’s a risk of vendor lock-in, where future flexibility is compromised. Assessing the vendor’s reliability, financial stability, and long-term viability is crucial. Compatibility with existing systems, data security, and compliance with regulations are also key concerns. Budget constraints and ensuring the vendor can scale with business growth further complicate the decision.

Our consulting approach on tech vendor selection involves helping organisations choose the best vendor to meet their specific needs. Consultants assess business requirements, compare vendors, and evaluate their offerings for compatibility, scalability, and security. Our consultants consider the vendor’s reputation, financial health, and customer support. We also negotiate contracts to avoid vendor lock-in and ensure cost-effectiveness. The goal is to align vendor capabilities with long-term business strategies, reducing risks and ensuring value.

Global Talent Pools

Global talent pools present challenges such as managing diverse skill sets, cultural differences, and varying educational standards. Time zone disparities can hinder collaboration, while legal and regulatory differences complicate employment contracts and compliance. Language barriers may affect communication and integration. Additionally, ensuring equitable opportunities and managing compensation across regions are difficult. Competition for top talent is intense, making retention a critical issue.

Our consulting approach on global talent pools involves helping organisations source, attract, and manage talent from diverse regions. It requires strategies for navigating cultural differences, ensuring compliance with local labor laws, and overcoming language barriers. Our consultants guide on optimising remote work, aligning global talent with business needs, and fostering collaboration across time zones. We also focus on creating equitable opportunities, competitive compensation packages, and effective retention strategies in a global context.

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