?? International hiring is no longer optional—it’s essential.
As companies expand across borders, moving talent strategically is critical for business growth. But global mobility is more than just transferring employees. It’s about compliance, cost efficiency, and ensuring a smooth experience for both employers and employees.
In this edition of Global HR Simplified, we’re breaking down what global mobility really means, the key challenges companies face, and how to make it work—without the headaches.
What is Global Mobility?
Global mobility (or employee relocation) is the structured process of moving employees across borders for work assignments—whether short-term, long-term, or permanent. This involves more than logistics; it requires handling immigration, tax, payroll, compliance, and employee experience.
Why companies invest in global mobility services
- Access to top international talent by finding the right skills in the right markets
- Business expansion by deploying key employees to new locations
- Compliance and risk management by navigating complex immigration and tax laws
- Talent retention through relocation opportunities that boost engagement and loyalty
- Cost optimization to ensure employee mobility is sustainable for the business
What Global Mobility really looks like
A well-designed global mobility strategy includes:
- Visa & work permits – Ensuring legal work authorization
- Tax & compliance – Managing and tracking cross-border tax obligations
- Payroll & benefits – Aligning compensation with local laws
- Relocation support – Housing, schooling, and cultural integration
- Travel & assignments – Managing costs and logistics
- Family support - Spouse job placement and childcare assistance
Without proper compliance, companies risk delays, legal penalties, and employee dissatisfaction.
The role of a Global Mobility specialist
Who ensures that everything runs smoothly behind the scenes? That’s where Global Mobility Specialists come in.
- Immigration and work permit processing for employees and their families
- Tax and compliance coordination to align payroll and labor regulations
- Relocation support, including housing, family assistance, and local registrations
- Payroll and compensation management for international assignments
- Strategic workforce planning to align mobility programs with business goals
- Risk mitigation to prevent non-compliance penalties and legal issues
- Vendor and stakeholder management for relocation, travel, and legal services
Bottom line? They prevent compliance risks, optimize relocation costs, and enhance employee experience—all while keeping global expansion on track.
Managing employee relocation costs
Relocating employees across borders is expensive—but cost optimization is possible. Key cost drivers include:
- Visa and work permit fees, which vary by destination country
- Housing and settling-in costs, such as rent allowances and relocation stipends
- Travel and moving expenses, including flights and shipping household goods
- Tax and social security contributions to ensure compliance in multiple jurisdictions
- Family support, such as school search assistance and spouse job placement
- Cultural training and language courses to improve integration
- Legal and advisory services to handle complex cross-border regulations
How companies reduce relocation costs
- Partnering with global mobility providers to reduce admin burdens?
- Implementing cost-sharing models where employees contribute to select benefits
- Negotiating corporate vendor discounts for travel, housing, and moving services
- Using an employer of record (EOR) to manage compliance and payroll efficiently
- Offering flexible relocation packages based on employee needs
- Regularly reviewing policies to align with changing regulations and cost structures
What this means for HR leaders
For HR and mobility teams, global hiring isn’t just about moving people—it’s about making global workforce management simpler, compliant, and cost-effective.
A strong global mobility strategy includes:
- Clear relocation policies – Defining benefits and compliance rules
- Tech-driven tracking – Managing visas, payroll, and tax in one place
- Flexible relocation packages – Adapting support based on employee needs
- EOR solutions – Avoiding legal entity setup while hiring internationally
- Performance metrics - Tracking retention, compliance, and business impact
- Risk management strategies - Preventing regulatory issues and cost overruns
- Training and cultural support - Improving employee integration and satisfaction
How we help companies scale globally
At Jackson & Frank, we specialize in:
- Visa, permit, and compliance management across multiple countries
- Global payroll and benefits administration for internationally relocated employees
- Relocation support, including housing, language, and onboarding
- Strategic workforce planning to align talent mobility with business goals
- Risk assessment and compliance advisory to prevent global hiring issues
- Employer of record (EOR) services for companies hiring across multiple jurisdictions
Ready to simplify global mobility?
Let’s discuss how we can help you scale your workforce without compliance headaches. Schedule a consultation today!
