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Privacy Policy

Personal data (usually referred to just as “data” below) will only be processed by us to the extent necessary and for the purpose of providing a functional and user-friendly website, including its contents, and the services offered there.

Per Art. 4 No. 1 of Regulation (EU) 2016/679, i.e. the General Data Protection Regulation (hereinafter referred to as the “GDPR”), “processing” refers to any operation or set of operations such as collection, recording, organization, structuring, storage, adaptation, alteration, retrieval, consultation, use, disclosure by transmission, dissemination, or otherwise making available, alignment, or combination, restriction, erasure, or destruction performed on personal data, whether by automated means or not.

The following privacy policy is intended to inform you in particular about the type, scope, purpose, duration, and legal basis for the processing of such data either under our own control or in conjunction with others. We also inform you below about the third-party components we use to optimize our website and improve the user experience which may result in said third parties also processing data they collect and control.

Our privacy policy is structured as follows:

I. Information about us as controllers of your data
II. The rights of users and data subjects
III. Information about the data processing

I. Information about us as controllers of your data

The party responsible for this website (the “controller”) for purposes of data protection law is:

HR People Mobility GmbH
c/o Stefan Remhof
Schwindstrasse 9
80798 Munich

Telephone: +49 160 50 18741
Email: stefan@people-mobility.org

The controller’s data protection officer is:

Stefan Remhof

II. The rights of users and data subjects

With regard to the data processing to be described in more detail below, users and data subjects have the right

  • to confirmation of whether data concerning them is being processed, information about the data being processed, further information about the nature of the data processing, and copies of the data (cf. also Art. 15 GDPR);
  • to correct or complete incorrect or incomplete data (cf. also Art. 16 GDPR);
  • to the immediate deletion of data concerning them (cf. also Art. 17 DSGVO), or, alternatively, if further processing is necessary as stipulated in Art. 17 Para. 3 GDPR, to restrict said processing per Art. 18 GDPR;
  • to receive copies of the data concerning them and/or provided by them and to have the same transmitted to other providers/controllers (cf. also Art. 20 GDPR);
  • to file complaints with the supervisory authority if they believe that data concerning them is being processed by the controller in breach of data protection provisions (see also Art. 77 GDPR).

In addition, the controller is obliged to inform all recipients to whom it discloses data of any such corrections, deletions, or restrictions placed on processing the same per Art. 16, 17 Para. 1, 18 GDPR. However, this obligation does not apply if such notification is impossible or involves a disproportionate effort. Nevertheless, users have a right to information about these recipients.

Likewise, under Art. 21 GDPR, users and data subjects have the right to object to the controller’s future processing of their data pursuant to Art. 6 Para. 1 lit. f) GDPR. In particular, an objection to data processing for the purpose of direct advertising is permissible.

III. Information about the data processing

Your data processed when using our website will be deleted or blocked as soon as the purpose for its storage ceases to apply, provided the deletion of the same is not in breach of any statutory storage obligations or unless otherwise stipulated below.

Server data

For technical reasons, the following data sent by your internet browser to us or to our server provider will be collected, especially to ensure a secure and stable website: These server log files record the type and version of your browser, operating system, the website from which you came (referrer URL), the webpages on our site visited, the date and time of your visit, as well as the IP address from which you visited our site.

The data thus collected will be temporarily stored, but not in association with any other of your data.

The basis for this storage is Art. 6 Para. 1 lit. f) GDPR. Our legitimate interest lies in the improvement, stability, functionality, and security of our website.

The data will be deleted within no more than seven days, unless continued storage is required for evidentiary purposes. In which case, all or part of the data will be excluded from deletion until the investigation of the relevant incident is finally resolved.

Cookies

a) Session cookies

We use cookies on our website. Cookies are small text files or other storage technologies stored on your computer by your browser. These cookies process certain specific information about you, such as your browser, location data, or IP address.

This processing makes our website more user-friendly, efficient, and secure, allowing us, for example, to display our website in different languages or to offer a shopping cart function.

The legal basis for such processing is Art. 6 Para. 1 lit. b) GDPR, insofar as these cookies are used to collect data to initiate or process contractual relationships.

If the processing does not serve to initiate or process a contract, our legitimate interest lies in improving the functionality of our website. The legal basis is then Art. 6 Para. 1 lit. f) GDPR.

When you close your browser, these session cookies are deleted.

b) Third-party cookies

If necessary, our website may also use cookies from companies with whom we cooperate for the purpose of advertising, analyzing, or improving the features of our website.

Please refer to the following information for details, in particular for the legal basis and purpose of such third-party collection and processing of data collected through cookies.

c) Disabling cookies

You can refuse the use of cookies by changing the settings on your browser. Likewise, you can use the browser to delete cookies that have already been stored. However, the steps and measures required vary, depending on the browser you use. If you have any questions, please use the help function or consult the documentation for your browser or contact its maker for support. Browser settings cannot prevent so-called flash cookies from being set. Instead, you will need to change the setting of your Flash player. The steps and measures required for this also depend on the Flash player you are using. If you have any questions, please use the help function or consult the documentation for your Flash player or contact its maker for support.

If you prevent or restrict the installation of cookies, not all of the functions on our site may be fully usable.

Contact

If you contact us via email or the contact form, the data you provide will be used for the purpose of processing your request. We must have this data in order to process and answer your inquiry; otherwise we will not be able to answer it in full or at all.

The legal basis for this data processing is Art. 6 Para. 1 lit. b) GDPR.

Your data will be deleted once we have fully answered your inquiry and there is no further legal obligation to store your data, such as if an order or contract resulted therefrom.

Google Analytics

We use Google Analytics on our website. This is a web analytics service provided by Google Ireland Limited, Gordon House, Barrow Street, Dublin 4, Irland (hereinafter: Google).

The Google Analytics service is used to analyze how our website is used. The legal basis is Art. 6 Para. 1 lit. f) GDPR. Our legitimate interest lies in the analysis, optimization, and economic operation of our site.

Usage and user-related information, such as IP address, place, time, or frequency of your visits to our website will be transmitted to a Google server in the United States and stored there. However, we use Google Analytics with the so-called anonymization function, whereby Google truncates the IP address within the EU or the EEA before it is transmitted to the US.

The data collected in this way is in turn used by Google to provide us with an evaluation of visits to our website and what visitors do once there. This data can also be used to provide other services related to the use of our website and of the internet in general.

Google states that it will not connect your IP address to other data. In addition, Google provides further information with regard to its data protection practices at

https://www.google.com/intl/de/policies/privacy/partners,

including options you can exercise to prevent such use of your data.

In addition, Google offers an opt-out add-on at

https://tools.google.com/dlpage/gaoptout?hl=en

in addition with further information. This add-on can be installed on the most popular browsers and offers you further control over the data that Google collects when you visit our website. The add-on informs Google Analytics’ JavaScript (ga.js) that no information about the website visit should be transmitted to Google Analytics. However, this does not prevent information from being transmitted to us or to other web analytics services we may use as detailed herein.

Google Fonts

Our website uses Google Fonts to display external fonts. This is a service provided by Google Ireland Limited, Gordon House, Barrow Street, Dublin 4, Irland (hereinafter: Google).

To enable the display of certain fonts on our website, a connection to the Google server in the USA is established whenever our website is accessed.

The legal basis is Art. 6 Para. 1 lit. f) GDPR. Our legitimate interest lies in the optimization and economic operation of our site.

When you access our site, a connection to Google is established from which Google can identify the site from which your request has been sent and to which IP address the fonts are being transmitted for display.

Google offers detailed information at

https://adssettings.google.com/authenticated

https://policies.google.com/privacy

in particular on options for preventing the use of data.

Model Data Protection Statement for Anwaltskanzlei Weiß & Partner

  • Imprint
  • Privacy Policy

© 2021-2025

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.

LinkedIn

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.

LinkedIn

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.

LinkedIn

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.

LinkedIn

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.

LinkedIn

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.

LinkedIn

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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