How the development of a global mindset and digitalization drive international growth and people transformation
HR internationalisation is vital for companies looking to expand, grow and enter new markets.
It also provides opportunities to recruit talented workers during shortages and the ongoing “war for talent”. In recent years, there has been a heightened emphasis on diversity, equity and inclusion. This allows companies to tap into the global talent pool and harness a range of knowledge and competencies, driving creativity and helping shape a new employee mindset, particularly in transformative environments.
Global Mobility is the practical implementation of global people management. It covers internal options for relocating or transferring employees from one country to another. With the rise of new forms of global mobility, such as cross-border, remote or “work anywhere” arrangements, the complexities of international relocation are increasing.
Your questions on global mobility – Our experience and expertise
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By leveraging our expertise in HR internationalisation and talent management, we can provide you with the support you need to successfully implement a global mobility strategy.
From fundamental strategic perspectives to HR software selection, we guide, advise and help every step of the way.
We can assist with internationalisation strategies, diversity concepts, global mobility policies and assignment guidelines, as well the implementation of cross-border processes for payroll and compliance.
With our help, you can accelerate your business growth and achieve a competitive edge in the global market.
Frequently asked questions
Global mobility refers to the practical execution of relocating employees across international borders. This applies to both physical and virtual movements.
Expatriate or expat management refers to the individual support provided to employees who transition from employment in their home country to employment in a foreign country. This process involves managing labour laws, social security regulations and immigration issues.
Like expat management, assignment management describes personalised support given to employees who relocate from their home country to a foreign country for work. Assignment management also entails the navigation of labour laws, social security regulations and immigration issues.
An Employer of Record (EoR) is a solution for employing staff in a foreign country, even when a company does not have a legal entity there. In Germany, EoR is commonly known as employee leasing. Staffing agencies can hire employees on behalf of companies in foreign countries, and assume responsibility for local employment obligations.
In the field of global mobility, establishing an “international payroll” is particularly important. There are several options and challenges, such as payroll in the employee’s home country, payroll in the host country, split payroll, and shadow payroll.
Diversity, equity, and inclusion (DE&I)