I’ve been working in relocation management and global mobility on the service provider side since 2008, starting in full-service relocation coach roles and eventually moving into mobility solution sales. Today, I serve as the Founder and Executive Director of Women of Global Mobility, a nonprofit organisation dedicated to empowering women in our industry. We offer more than just a network—we’re building a vibrant community where professional growth and personal support go hand in hand. Our focus extends beyond technical industry knowledge to address the real-life challenges women face in balancing work and life, especially in a global context.

I'm especially passionate about advocating for fair and inclusive relocation policies—ones that consider the entire family, not just the employee. Too often, spouses and children are overlooked in the process, yet their experience can make or break the success of a move. I believe organisations need to take a more holistic approach, integrating support around wellbeing, belonging, and cultural preparedness—not just the logistics.

Alongside my nonprofit work, I’m also a Global Business Manager with Global Mobility Solutions (GMS), a full-service relocation management company based in Scottsdale, Arizona. It’s a great place to put both my strategic and people-first mindset into action.

I’ve been in Global Mobility ever since I graduated from university. Back in 2008, the job market was challenging, and I accepted a role as a “counselor,” which was initially described to me as more of a customer service position—answering phones and providing basic support. But once I got into it, I realised it was so much more.

The role quickly became about guiding families—particularly the trailing spouse—through the complexities of their relocation packages and helping them adjust to the overwhelming changes that come with moving across borders. It was about making a difficult process feel more manageable and human. That early experience shaped how I see the impact of mobility today—it's not just logistics; it’s about people, transitions, and support systems.

What excites me most about my work these days is the opportunity to make a real, lasting difference in people’s lives—especially women navigating the complexities of global mobility and career transitions. Through my role as Executive Director of Women of Global Mobility, I get to help build a space where women feel seen, supported, and empowered. Whether they’re just starting out, mid-career, or leading at the highest levels, we offer more than just professional development—we foster a community where every stage of life and career is respected and resourced.

It’s incredibly fulfilling to bring networking opportunities, practical career tools, speaker series, and personal development content to the table. We’re not just talking about relocation logistics—we’re diving into real, often overlooked topics like navigating menopause in the workplace, managing financial wellness as a woman, pivoting careers after time off, dressing for the role you want (not just the one you have), parenting while working across time zones, and making self-care a non-negotiable, not a luxury.

The fact that I get to champion these conversations—and watch women find clarity, confidence, and community through them—is what gets me out of bed every day. It’s work with meaning, and it goes far beyond a job description.

One of the most significant trends in Global Mobility right now is the shift from being seen purely as a relocation provider to acting as a managed services partner. Companies are looking for more than just move logistics—they want strategic support that aligns with their broader talent and business goals.

At the same time, HR tech is playing a major role in transforming how we deliver mobility services. Tools like AI, automation, and real-time data analytics are helping us create more personalised, scalable, and efficient programs. It’s not just about moving people anymore—it’s about integrating mobility into workforce planning, enhancing the employee experience, and delivering insights that drive smarter, more agile decision-making.

One thing I wish more companies understood about international travel and mobility management is how critical family inclusion and wellbeing support are to the success of any assignment. Too often, the focus is solely on the employee, but it’s the spouse and children who often face the biggest adjustments—new cultures, schools, social circles, or even leaving behind careers of their own.

When companies invest in supporting the whole family—through things like spousal career assistance, mental health resources, cultural integration programs, and even educational support for children—they dramatically increase the chances of a successful relocation. Mobility isn’t just about logistics; it’s about helping people feel grounded, supported, and truly at home in their new environment. That level of care can make the difference between a failed assignment and a thriving, long-term placement.

In 2017, I moved to Mexico with very little support, and that experience completely reshaped how I view international mobility—especially from a family perspective. At the time, I had to navigate the complexities of visa and immigration processes on my own, deal with language barriers, and adjust to a new culture without much guidance. Things like setting up a bank account or accessing healthcare suddenly became big, stressful tasks. And while I didn’t have children then, I quickly realised how isolating that kind of move can be without a strong support system.

Now, years later, I’m preparing for another international relocation—this time, moving back to the U.S. with a 5-year-old. It’s an entirely different challenge. I’m not just thinking about logistics—I’m thinking about finding the right school, helping my child adapt emotionally, and making sure he feels a sense of belonging. There are so many moving pieces: pediatric care, school registration, dual-language support, even helping him say goodbye to friends in a healthy way.

These personal experiences have made me deeply passionate about advocating for family-inclusive relocation programs. When companies overlook the needs of the spouse or children, they risk the entire success of the assignment. Support for schooling, spousal career transitions, mental health, and community integration isn’t a “nice to have”—it’s essential. Families are the foundation of stability, and when they’re cared for, employees thrive.

Family support is often seen as a “nice-to-have” because historically, relocation focused mainly on the employee’s logistics and costs, assuming everything else would fall into place. But from my own experience—moving to Mexico in 2017 with little support, and now relocating back to the U.S. with a young child—I’ve seen how critical family needs like visa help, school search, and emotional support really are. When families struggle, assignments risk failure.

Many companies still view family support as an added expense rather than a strategic investment, even though it directly impacts retention and assignment success. The mindset needs to shift—family inclusion isn’t a perk; it’s essential to making global mobility work long-term.

Spousal career support: Help with job searches, networking, and career transition resources for trailing partners.

School search and enrollment assistance: Guidance on finding the right schools, understanding curricula, and navigating admissions. Help with tuition costs or application fees for non-traditional school support options.

Language and cultural training: Programs not just for the employee, but for spouses and children to ease integration. Language and cultural training is often provided to the employee, but not extended to the spouse. Children are seen as “resilient” but the truth is - it’s damning for children to not fit into their new culture because they don’t understand the social rules of engagement.

Mental health and wellbeing resources: Access to counseling, stress management, and community-building initiatives.

Childcare and parenting support: Resources to help parents adjust, including finding childcare or extracurricular activities.

Many HR teams are starting to recognise the non-work pressures of international relocations, but it’s not universal. The focus often stays on visas, housing, and the employee’s role, while family challenges like spousal careers or kids’ schooling can be overlooked because they’re harder to see and measure.

Without direct insight or tools to address these issues, HR may underestimate their impact. That said, awareness is growing, but there’s still progress to be made for it to become standard practice across all teams.

When families don’t get the support they need during a move, the costs can be significant on multiple levels:

Financially, companies face higher turnover rates, failed assignments, and increased recruitment and training expenses to replace employees who leave due to family dissatisfaction.

Emotionally, employees and their families can experience stress, isolation, and burnout, which impacts morale, productivity, and overall wellbeing.

Organisationally, a lack of family support can lead to decreased employee engagement, lower assignment success rates, and damage to the company’s reputation as an employer of choice.

Solutions and innovations to address these challenges include offering comprehensive family support programs—spousal career services, school search assistance, mental health resources, and cultural training—as well as leveraging technology to provide personalised, real-time support throughout the relocation journey. Shifting from transactional relocation services to a managed services model focused on holistic wellbeing helps organisations protect their talent investment and boost assignment success.

1. Spousal Career and Personal Development Support that includes customised career coaching, job search resources, and professional support -resume writing, interview practice, help in new language and culture to make the most of the assignment. Discounts or a stipend for continued educational resources like maintaining certifications or gaining new skills.

2. Comprehensive School Search and Educational Guidance that focused on the students wellbeing and belonging in their new location. Information on non-traditional learning schools (including access to home school, special needs, montessori, ESL (or other language support), and extracurriculars.

3. Visa and Immigration Assistance for the Whole Family with their family goals in mind. If the spouse is working, visa options should be considered to see if there’s a way to limit the impact on their career. Are there alternatives? Can visas be matched to ensure that the family unit remains together (consideration for elderly parents, nannies, etc)

4. Language, culture, and belonging partnerships that engage the family members in classes that are specific to their needs, proficiency levels and cultural intelligence. Allowing each member to find their place in the new community. Reducing isolation and culture shock.

5. Mental Health and Emotional Wellbeing Resources that give families access to counseling services (including virtual options so the counseling can be in their native language). Stress management workshops and peer support groups along with life coaching can all help families feel valued during the transition phase.

6. Practical Settling-In Assistance to help families navigate healthcare systems and find providers who meet their family’s needs in language and culture as well. It’s important for mothers to find a pediatrician that they understand and trust with their most precious family members. A general settling-in program that supports employees with opening bank accounts, understanding local taxes, childcare options and area orientation is critical to the success of a relocating family.

Absolutely, companies should offer ‘family onboarding’ just like they do for employees. A successful relocation depends on how well the whole family adjusts—not just the employee. When families feel supported, it reduces stress and improves productivity.

Family onboarding could include pre-move orientation for spouses and kids, a dedicated support contact, language and cultural training, spousal career resources, social events, and wellbeing check-ins after the move. This approach recognises relocation as a family experience and helps everyone settle in smoothly, benefiting both the employee and the company.

By offering personalised recommendations and helping coordinate these services, a concierge can reduce stress and save families time navigating unfamiliar systems. This kind of tailored support enhances the overall relocation experience, helping families feel more confident and supported even beyond what the company directly covers. Ultimately, it’s about empowering families with the right resources to thrive, making assignments more successful and sustainable.

HR teams don’t just need advocates; they need activists who actively champion the needs of trailing partners and children. One powerful way to do this is by partnering with employee network groups focused on families and global mobility. These groups enable employees to share firsthand insights about schools, healthcare, and local resources in key locations, giving HR valuable real-world feedback.

With this knowledge, HR activists can identify support gaps and push for more family-inclusive policies. These networks also foster peer support, helping families feel less isolated. Plus, HR can connect families to external resources and concierge services, making relocations smoother and more successful overall.